Specialist recruitment for
residential property.

One of the most common reasons a hire falls apart at the offer stage is a salary that doesn't reflect what the market is currently paying. We provide up-to-date, role-specific salary data across block and estate management, build to rent, facilities management and the wider residential property sector — giving you the information you need to make competitive offers from the start.

Whether you're budgeting for a new role, reviewing your existing team's compensation or trying to understand why you're losing candidates at offer stage, salary benchmarking gives you a clear, accurate picture of where the market sits right now — not where it was twelve months ago.

• Role-specific salary data across all residential property disciplines

• Regional breakdowns — London, South East, Midlands, North and beyond

• Seniority-level guidance from entry level through to director

• Benefits and package benchmarking where relevant

The best candidates in residential property are rarely available at the exact moment you have a vacancy. Talent pooling means we're proactively building and maintaining relationships with pre-qualified candidates in your discipline — so when a need arises, we're not starting from scratch.

We get to know candidates over time — their motivations, their career goals, the kind of role and business they're looking for. That depth of relationship means when the right opportunity comes along, we can move quickly and confidently with people we already know and trust.

• Ongoing relationship-building with passive candidates in your sector

• Pre-qualified talent ready to engage when you need them

• Faster time to shortlist when a vacancy arises

• Particularly valuable for hard-to-fill or regularly recurring roles

• Tailored to your specific business, team structure and hiring patterns

Before committing to a search — particularly at senior level or in an area you're less familiar with — it pays to understand what the talent landscape actually looks like. Market mapping gives you a clear picture of where relevant candidates sit, how the competition is structured and what you're likely to encounter when you go to market.

This is particularly useful when expanding into a new region, restructuring a team, planning headcount for a new scheme or trying to understand why previous searches haven't delivered. It takes the guesswork out of hiring and gives you the insight to make faster, better-informed decisions.

• Talent availability across specific roles, regions and seniority levels

• Competitor structure and team insight

• Salary and package landscape for the roles you're hiring into

• Candidate movement and sector hiring trends

• Useful for business planning, budgeting and growth strategy

A poorly written job description is one of the most overlooked reasons a search underperforms. Vague requirements attract unsuitable applications. Generic language fails to engage the passive candidates you actually want. And a spec that doesn't accurately reflect the role wastes everyone's time — including yours.

We write compelling, sector-accurate job descriptions that clearly articulate the role, the environment and what you're looking for — in language that resonates with experienced residential property professionals. The result is a better quality of applicant, a more efficient search and a clearer process for everyone involved.

• Written by someone who understands the role, not just the job title

• Sector-specific language that resonates with the right candidates

• Clear on responsibilities, expectations and what good looks like

• Structured to attract passive candidates as well as active applicants

• Ready to use across your website, job boards and direct outreach

A great candidate can underperform in a poorly structured interview. And a well-structured interview can reveal things a CV never would. We support both sides of the process — briefing candidates properly so they arrive informed and prepared, and helping clients structure interviews that actually test the right things for the role.

For candidates, that means a thorough briefing on the business, the role, the panel and what to expect — so they walk in with confidence rather than nerves. For clients, it means interview frameworks, suggested questions and guidance on what to look for at each stage. Both sides better prepared means better decisions for everyone.

• Full candidate briefing before every interview

• Interview structure and question guidance for clients

• Post-interview debrief and feedback management

• Reduces the risk of a good candidate being lost to a poor interview experience

The period between a verbal offer and a candidate's first day is where more placements fall apart than most businesses realise. Counter-offers, cold feet, competing processes, notice period complications — the offer stage requires careful, proactive management to get a candidate from offer accepted to actually in the seat.

We manage this stage actively — advising on offer structuring, handling the counter-offer conversation with candidates, staying in regular contact through the notice period and making sure nothing falls through at the final hurdle. It's the part of recruitment most agencies ignore once the fee is agreed. We don't.

• Offer structuring advice to maximise acceptance rate

• Counter-offer preparation and management with candidates

• Regular check-ins throughout the notice period

• Resignation support — how to hand in notice professionally

A successful placement doesn't end on a candidate's first day — it ends when they're settled, performing and part of the team. Most recruiters disappear once the fee is paid. We stay in touch with both the client and the candidate at key points through the onboarding period to make sure the hire has landed as well as it should have.

A quick check-in at four weeks and again at twelve weeks takes minutes but catches problems early — before they become expensive. It also tells us a great deal about what worked in the search, what to do differently next time and what the candidate needs to succeed in their new role.

• Weekly check-ins with both client and candidate

• Twelve-week review to confirm the placement has settled well

• Early identification of any issues before they escalate

• Feedback loop that improves every future search

• Included as standard on every permanent placement