The UK Property Salary Report 2016
2
Contents Market Overview
6
Business Support
14
Estate Agency
24
Facilities Management
34
General Practice
42
New Homes
52
Property Management
60
Real Estate Investment
68
Residential Development
78
Technical
86
About Deverell Smith
93
Contact us
95
Welcome Welcome to the 2016 edition of the Deverell Smith UK Property Salary Report. The report is your comprehensive benchmark of salaries and employment trends within the UK property market from Q1 2015 to Q1 2016. The UK Property Salary Report is based on the analysis of Deverell Smith’s quantitative data from over 57,000 permanent, interim and contract applications and placements across the UK property market.
4
Market Overview
6
The Property Employment Market Stability returned to the property market in H2 2015 following the outcome of the General Election, business confidence bolstered and plans for growth across the industry began to prevail. Increasing team sizes, opening new departments and branches from the second half of 2015 through to the beginning of 2016 has been the central focus of many hiring managers. We have seen high levels of demand in almost every sector. With demand peaking, salaries in this period have seen the biggest rise since H2 2013, when salaries began to see real increases after the compression from the downturn. The active candidate market has grown substantially in the past six months as property professionals chase higher earnings. The lure of a higher salary by job hopping has created negative retention levels, which is particularly acute in the house building sector where supply cannot meet the current levels of demand. Subsequently, we are beginning to see replacement-based recruitment dominating some sectors and counter offering is on the increase.
With uncertainty in the global economy and the anticipated impact of the EU referendum, hesitation in hiring decisions has begun to trickle back into property employment in 2016. We are begining to see confidence from hiring managers falter and demand in some sectors slow. Candidates in these areas are making more conservative career decisions, opting for established employment brands and prioritising job security over progression or development.
Property Salaries agency have begun to shift over the past six months, with current demand in 2016 for “top talent� in these sectors creating a competitive hiring market and pushing salary levels up by 10% - 15% from Q1 2015.
As was to be expected, skills shortage in property sectors where demand has outstripped supply continued to experience an upwards pressure on salaries in 2015. Typical increases within the residential development sector saw rises of up to 13% within the past 12 months.
With the rise in office relocation to the regions and subsequent market growth in these areas, we have seen the biggest rise in salaries in major cities outside London since 2007.
Modest salary rises in H1 2015, within property management, facilities management and estate
Skills in Demand with flexible skills sets to work across both the residential and commercial sectors is paramount. Valuation surveyors, development managers, property managers and real estate finance professionals with exposure to both markets are in short supply.
Talent shortage within the residential development sector intensified throughout 2015, but this is easing as housing starts slow in 2016. The commercial construction sector is also experiencing high levels of skills shortage for senior level project managers and quantity surveyors with relevant UK construction experience to take the lead on major sites.
The Facilities Management employment market still continues to experience pressure for filling positions within the mid to senior management levels. This experience gap is continuing to widen across the UK.
With the rise of the Private Rented Sector and mixed use buildings, demand for candidates
8
Key Trends and Predictions for 2016 Employment strategies Employment strategies will need to shift to stay ahead in highly competitive employment sectors. Value needs to be placed on decisive and effective hiring action to ensure slow decision making does not cost companies hiring top candidates, leading to an inability to fill positions adequately.
Instability in the market As instability in the market prevails, the active candidate market will shrink as job seekers will choose to stay where they are until political and economic certainty returns. We expect employers to therefore manage fluctuations in workload through contract and interim recruitment.
Retention & developing existing talent Focus will be on retention and developing existing talent internally through training, mentoring and offering junior staff members more exposure to the market with hands-on experience.
Mid-career professionals More mid-career professionals, particularly within commercial surveying, will opt for “upskilling� by retraining to become eligible for higher growth sectors and cross sector positions.
Regional business centres With increasing Central London office rents, cost motivation will drive some leading property companies to relocate headquarters to other parts of the UK.
Dispersal of skilled candidates Skilled candidates will begin to disperse to other areas of the UK as some brands relocate, enabling regional hiring managers to compete more effectively for top talent. We are already seeing this within the facilities management and property management sectors.
Tailored reward packages We will see more property companies offering tailored reward packages this year, as employment value propositions will be reevaluated to help bolster retention levels.
Shrinking candidate market With continuing shortage of skills and a shrinking candidate market wage inflation will continue in the highly competitive employment sectors, but the active candidate market will begin to reduce as more professionals will opt for job security.
Temporary and contract market We expect the temporary and contract market to be the largest employment growth area in property over the next 12 months as employers seek a semi-permanent workforce to give them more flexibility and a “try before you buy approach� to their recruitment. 10
Increase in the number of jobs advertised in property from April 2015 to April 2016 Top three sectors by advertised job volume
PROPERTY MANAGEMENT
TECHNICAL
Average Salary Increase from Q1 2015 to Q1 2016 Professionalism
Average Salary
% change in past year
Accounting and Finance
£54,900
2%
Admin and Secretarial
£28,600
<1%
Asset Management
£49,100
3%
Building Surveying
£47,200
5%
Estate Agent
£54,000
<1%
Facilities Management
£65,000
9%
General Practice
£49,840
5%
HR
£52,000
3%
Investment Agent
£56,000
2%
Letting Agent
£44,000
<1%
New Homes
£45,600
14%
Office Agent/Leasing
£47,300
2%
Project Management
£53,600
12%
Property Management
£42,200
12%
Property Marketing
£51,684
3%
Quantity Surveying
£55,000
5%
Real Estate Investment
£97,200
4%
Residential Development
£59,600
13%
12
Business Support
14
Business Support Accounting and Finance The upward salary and other remuneration trajectory across the accounting and finance function has continued throughout the past 12 months. There is a skills shortage across many core finance disciplines, in particular for part qualified, newly qualified and niche property accountancy skills for client accountants and service charge accountants roles. Candidate attraction and retention strategies from employers is now combining competitive salaries alongside clear career development paths. The skills shortage has led to property businesses to look at interim resources to cover recruitment and growth periods and this has led to a steady growth in the interim market. To ensure they retain interim candidates on a longer term basis, businesses are beginning to offer longer term opportunities to their interim workforce, including incentivised bonuses. We expect the salary advancement to remain consistent through the course of the next 12 months as more businesses look to interim resources.
Secretarial Appetite for team secretaries, PAs and receptionists within the property sector remained stable throughout the year as companies continue
to ensure their teams and fee earners are supported effectively. Demand has primarily been for candidates with at least a yearsâ&#x20AC;&#x2122; experience in the property sector. Estate agency and property management firms were the foremost employers of team secretaries as they continue to expand their teams and open new branches. Demand for senior administrative professionals and personal assistants did not see a significant change, with the only salary increases seen for entry level positions in Central London as the cost of living outweighed basic entry salaries.
Marketing Growing confidence in the market in the second half of 2015 had a positive impact on recruitment demand for marketing professionals. The biggest areas of growth were for digital, social media and content marketing, as property firms recognised the need to increase their digital presence and client communications. The supply of digital marketing professionals to the property industry has been constrained as not enough property marketers have had experience or training in this high growth area. This has pushed salaries for experienced digital marketers up higher than the rest of the profession by 15% to 20%.
that although hiring managers will not regain confidence until economic certainty returns to the market, they will take advantage of the highly skilled talent pool on offer.
The residential development sector in particular sought top talent in digital marketing and senior marketing professionals to aid in the delivery and sales process for the rise in sites coming to the market. For general property marketing, all companies now expect digital experience for marketing managers and above.
Human Resources Growth in positions for mid to senior HR advisors during the Q2 2015 was significant, as HR continues to become a core component for property companies focused on innovative strategies for hiring and retaining talent. Increasingly, the industry is recognising the value HR can have on their growth and sustainability. Qualified human resource professionals with strong communication skills, and the ability to build on their employment brand and retention levels, were in the highest demand.
Q1 2016 has seen business confidence falter as areas of the property market have begun to slow. In reaction to this, hiring managers are choosing to restructure their internal marketing, communication and business development teams and upskill rather than actively recruit at the levels seen in 2015. In contrast, we are seeing record number of marketing candidates seeking new employment, largely down to being unhappy in their existing jobs. We anticipate
Top 4 Skills and experience in demand Client Accounting
Digital Marketing
Talent Development
Residental Marketing 16
Advice to Business Support Employers in 2016 Upskill your support staff Maximise their potential by either investing in training and development or encouraging senior, skilled staff to dedicate time to training and passing on knowledge to more junior team members.
Consider staff from other sectors Particularly for marketing and secretarial hires, recruting from other sectors helps bring diversity to the team through fresh thinking and perspective.
Consider interim options Always be open to interim recruitment whilst seeking a permanent option. The interim talent pool for accounting, marketing and administration is highly skilled and can help fill voids during replacement recruitment periods, maternity leave and to overcome workload issues.
Upskill accountants from parallel industries In the face of a skills shortage for accountants with property experience, consider hiring from parallel industries such as law and banking and training them in-house.
Average Salaries
ACCOUNTING AND FINANCE
Streamline your recruitment process
£54,900
For many support staff it can be difficult to interview during working hours. Try to make time for these interviews at the begining or end of your day.
SECRETARIAL
£28,600
Integrate and engage your support teams The culture in many companies can mean support staff are not integrated enough with fee earners. Ensure your support teams are involved and engaged in company-wide initiatives and are involved in more than just their day to day role.
MARKETING
£51,684 HUMAN
RESOURCES
£47,300 18
Earnings in Business Support Employment Professionalism
Accounting and Finance
Admin and Secretarial
Seniority
Permanent Salary Banding
Accounts Assistant
£24,000 - £30,000
Assistant Accountant
£26,000 - £35,000
PQ Accountant
£30,000 - £40,000
Newly Qualified Accountant
£40,000 - £55,000
Client Accountant
£25,000 - £34,000
Service Charge Accountant
£28,000 - £40,000
Finance Manager
£40,000 - £55,000
Financial Controller
£50,000 - £70,000
Finance Director
£70,000 - £130,000
CFO / Group Finance Director
£130,000 - £220.000
PA
£30,000 - £45,000
Junior Administrator
£20,000 - £25,000
Team Secretary
£22,000 - £30,000
Receptionist
£18,000 - £26,000
Office Manager
£25,000 - £40,000
Average Permanent Salary
Interim Salary Per Hour
£25,000
£10 - £14
£29,000
£13 - £17
£35,000
£15 - £20
£42,000
£20 - £30
£32,000
£13 - £25
£36,000
£18 - £25
£41,000
£25 - £32
£62,000
£30 - £45
£97,000
£50 - £100
£150,000
£65 - £100
£36,000
£16 - £20
£24,000
£10 - £12
£26,000
£13 - £18
£22,000
£11 - £13
£35,000
£15 - £20 20
Professionalism
Marketing and PR
HR
Seniority
Permanent Salary Banding
Marketing Assistant Coordinator Marketing Executive Marketing Manager Marketing Director Digital Marketing Executive Digital Marketing Manager Digital Marketing Director Events Coordinator Event Manager Content Writer PR Executive PR Manager PR Director CRM Coordinator CRM Manager Business Development Executive Business Development Manager Business Development Director Bid Management/Presentations
£22,000 - £30,000 £27,000 - £37,000 £45,000 - £75,000 £80,000 - £150,000 £30,000 - £40,000 £55,000 - £80,000 £85,000 - £150,000 £25,000 - £35,000 £40,000 - £55,000 £25,000 - £35,000 £25,000 - £35,000 £40,000 - £60,000 £60,000 - £90,000 £25,000 - 32,000 £40,000 - £70,000 £20,000 - £27,000 £30,000 - £55,000 £60,000 - £120,000 £50,000 - £80,000
HR Assistant/Coodinator
£25,000 - £33,000
HR Exective
£35,000 - £45,000
HR Manager
£45,000 - £70,000
HR Director
£70,000 - £120,000
Average Permanent Salary
Interim Salary per hour
£25,000 £32,000 £55,000 £97,000 £35,000 £64,000 £110,000 £27,000 £48,000 £31,000 £26,000 £52,000 £83,000 £26,000 £55,000 £24,000 £45,000 £80,000 £67,000
£13 - £18 £15 - £25 £20 - £35 £40 - £80 £15 - £30 £20 - £45 £40 - £100 £13 - £25 £20 - £40 £15 - £40 £15 - £25 £20 - £50 £40 - £100 £10 - £25 £23 - £40 £13 - £20 £20 - £45 £38 - £100 £18 -£35
£27,000
£13 - £20
£41,000
£18 - £32
£53,000
£33 - £45
£87,000
£50 - £100 22
Estate Agency
24
Estate Agency The recruitment market for sales and lettings professionals did not see noteworthy salary changes in the past 12 months, despite a rush to build teams and expand branches. However, external economic, technological and political influences have had significant impact on the industry. We anticipate that as this continues into 2016, it will lead to redefining the estate agency business model and traditional role of an estate and letting agent. Londonâ&#x20AC;&#x2122;s prime market continued to deteriorate from lack of liquidity due to constraints on bank lending, rising taxes and a slump from international demand. Sales team retention levels suffered as established prime London sales professionals chased progression and market activity out to zones 3 and 4. This marked a reversal in habitual job movements, where prior to this year sales professionals aspired to work in prime and move from the outer zones to Central London branches. The change has helped to bolster teams in areas such as Tooting, Wandsworth, Canary Wharf and Stratford with some of Londonâ&#x20AC;&#x2122;s top talent.
Whilst market share for London agencies was monopolised by the established and leading international agency brands, online agencies were the fastest growing area of estate agency over the past 12 months, with plans to continue this rapid growth by up to 200% per annum over the next few years. Job seekers were attracted to online agency employers over the established traditional business model because they represent an exciting, progressive and future-proofed career path. As a result, we saw some of the most sought after candidates moving from traditional agency to online.
We anticipate a slowdown in hiring activity across the estate agency sector in Q2 2016 as hiring decisions mirror a depression in market sentiment, which is a consequence of uncertainty led by the upcoming EU referendum and reluctance from Buy to Let investors following the increases in stamp duty. The second half of 2016 is expected to mark a significant increase in new hires, particularly within sales, as stability returns to the transactional property market.
There are emerging candidate shortages in letting managers and directors and this has become more prevalent in Q1 2016 due to increasingly complex legislation and the flight to institutional PRS employers. Changes in legislation is a key driver behind decreasing retention levels in the sector; altering the lettings role to become even more compliance focused. Consequently, there has been a substantial rise in lettings professionals, particularly at management level, choosing to leave the lettings profession. Coupled with this, senior letting professionals with proven market knowledge are being sought after by the emerging PRS employers who are perceived to offer a greater career trajectory.
The top reasons estate agency candidates choose to work for employers Earning potential
Progression opportunities
Reputation
Online presence 26
Advice to Estate Agency Employers in 2016 Invest in training Upskill your sales and lettings teams with regular training in sales, customer service and negotiation. This will improve their overall performance, as well as retention and morale levels.
Be fluid with your top talent Ensure you recognise your top talent early on and focus on retaining them. More often than not the best talent is lured to other employers because of higher earning potential or progression opportunities. If there is a lack of progression in their current branch allow for transfers and vertical moves across your company.
Lose the negativity Morale will impact productivity and ultimately retention. Hire positive-minded people and do not be afraid to let top billers go because of negative attitudes. They will be costing your company more than itâ&#x20AC;&#x2122;s worth.
Average Salaries
CENTRAL LONDON
LETTINGS
Ensure incentives and rewards are in line with business goals
£57,000
It is easy to set incentivised schemes, but always ensure they are working towards your business goals to have maximum return.
CENTRAL LONDON
SALES
£78,000 £34,000
Take online agents seriously There is no doubt that over the past 12 months online agencies have gained enough market share to have established themselves as real competitors. Be prepared to adapt your business models and employer attraction strategy to stay ahead.
GREATER LONDON LETTINGS
Hire and retain the best people
GREATER LONDON SALES
£52,000
Invest in the right people for your teams and brand and then focus on keeping them.
28
Earnings in Estate Agency Employment Professionalism
Lettings
Sales
Seniority
Permanent Salary Banding
Trainee
£10,000 - £15,000
Negotiator
£10,000 - £20,000
Senior Negotiator
£10,000 - £25,000
Assistant Manager
£20,000 - £30,000
Manager
£25,000 - £40,000
Director/Partner (multiple branches)
£40,000 - £70,000
Trainee
£10,000 - £15,000
Negotiator
£10,000 - £20,000
Senior Negotiator
£10,000 - £25,000
Assistant Manager
£20,000 - £30,000
Manager
£25,000 - £40,000
Director/Partner (multiple branches)
£40,000 - £70,000
Central London (Zones 1 - 3) Average Permanent Salary
Typical On Target Earnings
£12,000
£25,000 - £28,000
£14,000
£30,000 - £33,000
£19,000
£34,000 - £42,000
£25,000
£40,000 - £48,000
£32,000
£45,000 - £87,000
£57,000
£111,000 - £160,000
£14,000
£25,000 - £30,000
£17,000
£32,000 - £36,000
£21,000
£36,000 - £60,000
£27,000
£45,000 - £90,000
£36,000
£60,000 - £140,000
£60,000
£135,000 - £250,000 +
30
Earnings in Estate Agency Employment Professionalism
Lettings
Sales
Seniority
Permanent Salary Banding
Trainee
£10,000 - £15,000
Negotiator
£12,000 - £17,000
Senior Negotiator
£15,000 - £20,000
Assistant Manager
£20,000 - £25,000
Manager
£25,000 - £35,000
Director/Partner (multiple branches)
£30,000 - £50,000
Trainee
£10,000 - £15,000
Negotiator
£12,000 - £17,000
Senior Negotiator
£15,000 - £20,000
Assistant Manager
£20,000 - £25,000
Manager
£25,000 - £37,000
Director/Partner (multiple branches)
£35,000 - £50,000
Greater London (Within M25) Average Permanent Salary
Typical On Target Earnings
£12,000
£16,000 - £21,000
£14,000
£20,000 - £26,000
£17,000
£24,000 - £32,000
£23,000
£26,000 - £40,000
£28,000
£35,000 - £55,000
£43,000
£48,000 - £80,000
£13,000
£16,000 - £24,000
£15,000
£20,000 - £36,000
£20,000
£28,000 - £42,000
£24,000
£32,000 - £75,000
£30,000
£40,000 - £110,000
£47,000
£60,000 - £150,000 +
32
Facilities Management
34
Facilities Management During 2015, we observed an acceleration in hiring activity for facilities management professionals across the UK. Employment was motivated by a combination of replacement hiring following staff departures, firms with existing FM departments seeking to bolster their teams and the emergence of firms seeking FM professionals for the first time, which was the fastest growing source of FM recruitment in the past 12 months. With economic and competitive pressures in the market, organisations are becoming increasingly focused on retention and improving procedures within their built environments and above all their bottom lines. This has led to investment levels growing considerably in FM recruitment. The industry is changing and with it the perception of FM. Firms are recognising the real value a strategic facilities management team can bring to their operations. The FM sector is still facing a recruitment crisis due to an ageing workforce, coupled with the recent additional upwards pressure owed to rising demand from new FM
employers. 2015 saw a shift in demographics, with the steady rise in the number of younger practioners entering the profession and the number of internal promotions, particularly from mid to senior level facilities managers. Salaries are rising, often to lure passive candidates from their existing employers. Employers have been prepared to increase basics by up to 8% in the past year, particularly for mid to senior level in-house management where the skills gap is most acute.
for these specific skills sets, as not enough FM professionals have specialised. Additionally, firms seeking facilities management professionals for their internal operations have in smaller firms begun to split roles, making them dual focused, for example FM and IT or FM and Operations. This is further restricting FM professionals from focusing on their skill sets and progressing in a particular FM-related business stream.
The FM role can be vast. A major challenge facing the profession is defining these roles to enable FM professionals to specialise and build upon a specific set of skills. In-house FMs are being hired as general practioners and require a broad but in-depth range of skill sets. Sourcing highly skilled professionals with an adequate level of capabilities across FM comes at a premium and there are simply not enough FM professionals at this level to meet demand.
Job hopping is prevalent in the sector, as salary rises lure this niche talent pool from their existing employers, and retention levels in the sector are at an all-time low.
In contrast, FM service suppliers are seeking specialists with specific skill sets, particularly in service charge and adequate budgeting. The challenge in 2015 and into 2016 was to recruit
Top 2 reasons facilities management employees are seeking new employment Career progression
Lack of management support
Contracts and interim market With rising employment costs, there was an upwards swing in the trend for outsourcing. More firms opted to recruit on a contract basis through contract service firms. This put pressure on contract service firms to meet the soaring demand, particulary for specialist skills. 36
Market Advice to Facilities Management Employers in 2016 Support education into FM Offer work experience to sandwich-year students, talk at colleges or help fund and promote qualifications in the sector. Increasingly, people are moving across to FM from other backgrounds, bringing different skills sets and diversity to the sector.
Recognise talent At an early stage recognise talent in the individuals in your team. Start by giving them broad exposure to build up their experience before allowing them to focus on a specialism and develop their strengths and skill sets. This will improve retention and help maximise the potential of your employees.
Overcome the ageing brain drain Consider retired FM professionals on a consultative or part-time basis to help develop and pass on knowledge to your more junior team members.
Average Salaries
ASSISTANT FACILITIES
MANAGER
£26,000
Succession planning Ensure you have a senior succession plan in place for all critical roles within the team and give yourself time for replacement recruitment.
FACILITIES MANAGER
Focus on retention
£38,000
FM employees want a clear, progressive career path with reward and management support.
HEAD OF FACILITIES
MANAGEMENT
£87,000 38
Earnings in Facilities Management Employment Seniority
Permanent Salary Banding
Assistant FM
£25,000 - £30,000
Facilities Manager
£35,000 - £50,000
Building Manager
£45,000 - £55,000
Regional Facilities Manager
£42,000 - £48,000
Account Manager
£50,000 - £65,000
Account Director
£75,000 - £100,000
Head of Facilities
£70,000 - £120,000
Global Head of FM
£100,000 - £170,000
Permanent Average Salary
Interim Salary Per Hour
£26,000
£12 - £17
£38,000
£20 - £30
£47,000
£25 - £30
£45,000
£22 - £28
£62,000
£32 - £41
£80,000
£48 - £63
£87,000
£47 - £76
£140,000
N/A
40
General Practice
42
General Practice Heightened global economic pressures have begun to underpin wavering employment confidence within the general practice sector for RICS qualified surveyors in Q1 2016. Hiring activity is dictated by market sentiment, which has been varied across the sector. We have begun to see substantial merger and acquisition activity within the commercial property market. Global players are either seeking to increase market share or expand into new markets by acquiring property businesses. Smaller property firms are opting to buy an established team in a new or emerging market, rather than build a new team organically. The impact of this increased M&A activity has led to retention levels decreasing, causing pockets of the general practice market to be candidate heavy as surveyors seek new employment. Throughout 2015, as property institutions, banks and funds focused on maximising the efficiency of their portfolios, there was significant growth in the number of new valuation surveyor, lease advisory and asset management roles across the UK, particularly in major cities in the North, South East regions and London. Demand
peaked for valuers with residential or mixed use portfolio experience, a consequence of residential strengthening as a prevailing asset class. We expect that experienced valuation surveyors and asset managers with the ability to work across all property sectors will be a strong hiring choice throughout 2016, particularly for asset management firms with loan portfolios. With continued office migration to cities and regions outside the capital and the competition from foreign investment for regional commercial stock; the influx of graduates and post qualified general practice surveyors to London has begun to shrink. Increased availability of jobs and rising salaries is luring candidates to other parts of the UK.
We predict that funds and investment companies will restrict major investment decisions and therefore hiring activity to the second half of 2016, whilst they wait for the outcome of the EU referendum and the impact this will have on the economy. With concerns for the UK economic outlook, the active candidate pool is in some sectors declining highly prosperous job opportunities in preference for stability and job security.
Breakdown of how people are employed in general practice surveying
Permanent
19%
Temporary
14% 67%
Self Employed
Based on figures from the UK Commission for Employment and Skills (UKCES), the na-tional careers service and the Office for National Statistics (ONS).
Contracts and interim market Hiring activity in the general practice interim employment market continued to be led by the public sector, mainly for local authorities, hospital trusts, universities and central government departments. Part-time or contract based valuation surveyors were in high demand for public sector portfolios, particularly in the regions. 44
Advice to General Practice Employers in 2016 Focus on your strengths As we face market uncertainty, only hire where you see growth and focus on your business strengths.
Hire the best If market conditions require you to diversify into new markets, make sure you hire the best to build a strong and competitive team.
Be open to salary negotiations In 2015, one of the primary reasons candidates left their jobs was being refused a salary negotiation. The cost of replacement hiring can far outweigh these negotiations.
Allow your employees to evolve Many traditional general practice firms still fall into the trap of permitting rigid internal structures to dictate their employeesâ&#x20AC;&#x2122; progression. There will be times where structures need to be reformed to allow your best talent to advance.
VALUATION SURVEYORS
£49,600
Offer something different Candidates opted to work for boutique firms over global brands in 2015 because they offered more scope to progress, stand out from the crowd and be rewarded. Review your employee value proposition and try to differentiate yourselves from the competition.
LANDLORD AND TENANT
£47,000 INVESTMENT
SURVEYOR
Always offer APC sponsorship
£56,200
If your employment strategy is to attract younger talent and develop internally you must always offer APC placements, prefably with rotation to allow candidates to specialise according to their strengths and not just in a team or sector that is hiring at the time.
AGENCY SURVEYOR
£47,300
ASSET MANAGEMENT
SURVEYOR
46
£56,200
Earnings in General Practice Employment Professionalism
Valuation
Landlord and Tenant
Investment
Seniority
Permanent Salary Banding
Graduate
£23,000 - £26,000
Surveyor
£32,000 - £36,000
Senior Surveyor
£37,000 - £50,000
Associate
£50,000 - £60,000
Partner/Director
£70,000 - £100,000
Graduate
£24,500 - £27,000
Surveyor
£30,000 - £35,000
Senior Surveyor
£36,000 - £45,000
Associate
£50,000 - £65,000
Partner/Director
£70,000 - £95,000
Graduate
£25,000 - £27,000
Surveyor
£35,000 - £45,000
Senior Surveyor
£45,000 - £55,000
Associate
£55,000 - £70,000
Partner/Director
£70,000 - £125,000
Average Permanent Salary
Interim Salary Per Hour
£25,000
£13 - £17
£35,000
£20 - £23
£46,000
£24 - £32
£57,000
£32 - £38
£85,000
£44 - £63
£26,000
£13 - £17
£32,000
£19 - £22
£41,000
£23 - £29
£54,000
£32 - £41
£82,000
£44 - £60
£26,000
N/A
£40,000
N/A
£50,000
N/A
£65,000
N/A
£100,000
N/A 48
Earnings in General Practice Permanent Employment Cont. Professionalism
Agency
Asset Management
Seniority
Permanent Salary Banding
Graduate
£24,000 - £26,000
Surveyor
£32,000 - £36,000
Senior Surveyor
£37,000 - £50,000
Associate
£50,000 - £60,000
Partner/Director
£70,000 - £90,000
Graduate
£23,000 - £26,000
Surveyor
£30,000 - £37,500
Senior Surveyor
£37,500 - £55,000
Associate
£55,000 - £65,000
Partner/Director
£70,000 - £90,000
Average Permanent Salary
Interim Salary Per Hour
£25,000
£12 - £17
£34,000
£20 - £23
£42,500
£24 - £32
£55,000
£32 - £38
£80,000
£44 - £58
£24,000
£13 - £17
£34,000
£19 - £24
£45,000
£24 - £35
£60,000
£35 - £41
£82,500
£44 - £57
50
New Homes
52
New Homes Hiring demand for new homes sales consultants differed significantly between locations in 2015, determined by supply and demand in the market, largely down to the availability of land, market conditions and the number of units supplied in an area. For prime Central London, in areas such as Westminster, Belgravia and Chelsea, the employment market began to slow down. With restricted availability for land in these areas and the decline from foreign investment, prime development completions are decreasing and with it the demand for prime new homes sales consultants. In contrast, the London new homes midmarket has been one of the most active employment markets in the past six months. There has been an explosion in new homes sales vacancy growth, in areas such as Camden, Southwark and Wandsworth, where land has been more readily available. Developers with sites in these areas are at completion stages and offloading in a highly competitive market and consequently, demand for experienced and proven new homes sales professionals has in the last quarter of 2015
and first quarter of 2016 reached an all-time high. This peak has led to a skills shortage for new homes sales professionals particularly for Sales and Marketing Directors with London new homes experience and leadership skills required to lead the site sales teams. Recognising the boom in new homes completions, Estate Agencies in Londonâ&#x20AC;&#x2122;s mid and affordable markets and across the South East, planned to increase revenue streams by opening new homes and affordable housing departments in 2015. Londonâ&#x20AC;&#x2122;s leading agency brands were first to tap into this market and have since established teams. Employers from smaller, mid-sized agencies who either have less powerful employment value propositions or only began building their new homes department at the end of 2015 are now finding it hard to recruit proven and credible new homes sales staff and this in
for customer service professionals. With an increasingly competitive landscape, developers are investing heavily in their after care through customer service support to protect their legacy and brand reputation amongst the house buying market. There is a consistent demand across the regions and London for good quality, experienced customer-focused candidates.
turn is intensifying the skills shortage. As a result, many employers from developers and agencies are prepared to offer up to 14% increases in basic salaries, particularly for management and director-level positions, and counter offering has become prevalent in the market. As a consequence from the uplift in new home completions across the UK, demand has fuelled
Top 2 reasons new homes employees are seeking new employment
ÂŁ
Seeking more money
Feeling under valued
Contracts and Interim Market Growth is continuing to rise in the new homes interim market and we anticipate this will be the biggest growth area in 2016 for new homes employment. Forecasted completions in Q2 2016 is expected to decrease, which will cause employers to seek interim, site specific teams to maintain flexibility and keep overall costs down. Many interim new homes professionals have the skills and experience required and are faster and easier to hire. The interim market is rapidly growing in the South East, particularly in the home counties where commutable development sites are completing and require flexible and temporary sales teams.
54
Advice to Residential New Homes Employers in 2016 Alternative candidate sources Employers need to be more receptive to alternative candidate sources with skills and experience outside of new homes. Look at high end sales professionals with transferable skill sets in industries such as retail, boat or private jet sales and estate agency.
Upskill and train Invest time and resources into upskilling and training sales professionals from alternative backgrounds, as this could be far more beneficial than the time and cost it will take to source direct new homes top talent.
Allocate enough time Employers need to be aware that time is needed to recruit effectively in this market. We would suggest a three month lead time from instruction to placement. It can be quicker, but planning and allocating enough time will ensure you are not caught out.
Average Salaries
NEW HOMES SALES
Counter offers
AND MARKETING FOR IN
Be aware of counter offers, which are prevalent in current market conditions. We would advise against starting with a low offer, if you want to secure a preferred candidate, employers need to act briskly and offer close to the candidates expectations.
HOUSE CONSULTANCY
£50,700 NEW HOMES
SALES LONDON
Focus on retention
£47,000
Avoid counter offers and focus attention and investment on your retention. Over 60% of candidates who accept counter offers have subsequently left after six months.
NEW HOMES SALES (REGIONAL SOUTH EAST)
Seek interim solutions Always be open to interim recruitment whilst seeking a permanent option. They offer flexibility in line with your business requirements, eliminating your need to hire and fire.
£39,200 56
Earnings in New Homes Employment Professionalism New Homes Sales and Marketing for In house
New Homes Sales London
New Homes Sales (Regional South East)
Seniority
Permanent Salary Banding
Staff
£25,000 - £35,000
Associate
£35,000 - £45,000
Associate Director
£50,000 - £60,000
Partner
£80,000 - £100,000
Sales Consultant
£26,000 - £32,000
Team Leader
£30,000 - £35,000
Sales Manager
£35,000 - £50,000
Regional Sales Manager
£50,000 - £70,000
Head of Sales
£70,000 - £100,000
Sales & Marketing Director
£120,000 - £180,000
Sales Consultant
£24,000 - £26,000
Team Leader
£27,000 - £30,000
Sales Manager
£35,000 - £40,000
Regional Sales Manager
£45,000 - £55,000
Head of Sales
£60,000 - £90,000
Sales & Marketing Director
£100,000 - £120,000
Average Permanent Salary
Typical On Target Earnings
Interim Salary Per Hour
£28,000
£50,000 - £70,000
N/A
£32,000
£60,000 - £80,000
N/A
£56,000
£80,000 - £120,000
N/A
£87,000
£120,000 - £200,000
N/A
£27,000
£45,000 - £60,000
£12 - £14
£33,000
£55,000 - £70,000
£13 - £16
£42,000
£60,000 - £80,000
£15 - £22
£56,000
£70,000 - £100,000
£20 - £29
£78,000
£100000 - £120,000
£25 - £49
£100,000
£150,000 - £200,000
£49 - £58
£25,000
£35,000 - £50,000
£10 - £12
£29,000
£45,000 - £50,000
£13 - £17
£35,000
£50,000 - £60,000
£14 - £22
£45,000
£60,000 - £70,000
£17 - £26
£62,000
£80,000 - £100,000
£24 - £38
£108,000
£120,000 - £180,000
£40 - £50
58
Property Management
60
Property Management Ongoing residential development and continued growth of PRS, due to demographic changes in generation rent, steered the way for a strong year in property management employment. Regional growth from office relocation to major cities outside of London, investment in infrastructure and ultimately housing had a significant influence on hiring activities across property management specialisms throughout 2015 and into 2016. Birmingham, Leeds, Southampton and Manchester in particular saw substantial growth, as more jobs were created and demand for specialist skills sets with a technical or customer focus soared. Across the UK, the block management sector continued to diversify, requiring more specialisms from senior level block managers including customer service, health and safety and legislation, which led to the creation of new senior roles. This in turn enabled increased progression opportunities for mid to senior level managers.
2015 saw a steady increase in graduate uptake in block management as firms bolstered their future talent pipeline. Employers were favouring qualified candidates, and consequently the profession is becoming more difficult to break into outside the traditional graduate route. To help secure longer-term tenancies there was high demand for concierge services and firms focused heavily on tenant attraction and retention, creating more roles in customer service focused jobs and front of house. We expect to see similar hiring levels in the remainder of 2016 for graduates and concierge services and a continued creation of new jobs at all levels within the sector.
developments as “luxury” and this has led to a call for more customer service orientated skill sets to help underpin their student attraction strategy.
The expanding role of a block manager due to increasingly complex legislation, new technologies, the rapidly growing market and the emphasis on delivering a higher standard of customer focused services led to salary increases up to 7 – 10% during the year. Experienced block managers, with proven customer service or technical skills, making lateral moves were able to achieve increases of up to 12%.
In contrast to the progressive nature of the block and student management hiring market, there was frustration with the lack of progression opportunities amongst lettings property managers with three to five years’ experience. Retention within the sector was low, with many experienced managers opting to leave the profession in favour of a new career path. Employers concentrated on more junior-level lettings managers for this replacement-based hiring and trained them internally.
There has been a boom of student-focused housing development over the past 12 months, which has seen a surge in student housing manager vacancies across the UK. Universities competing for applicants are marketing these
+27%
Year-on-year increase in advertised roles in property management
62
Advice to Property Management Employers in 2016 Build your talent pipeline Invest in your junior-level hires and focus on training, development and progression from within to help protect your companyâ&#x20AC;&#x2122;s future employment pipeline.
Build and prepare your recruitment requirements in advance The employment market is highly competitive and the most successful employers are those who have organised their search and given themselves adequate time for the recruitment process.
Streamline your interview process Avoid a multi-stage interview process and try to incorporate no more than a two-stage process, which remains effective and enables all decision makers to meet the candidate, whilst taking a lot less time to make effective hiring decisions.
Average Salaries
PROPERTY MANAGER
£34,600
Be prepared to act quickly on your employment decisions
BLOCK
Ensure your decision-making process is highly effective yet as fast as possible, so you don’t lose a good candidate to a competitor down to a slow response.
MANAGER
£46,800
Stand out from the crowd
ESTATE MANAGER
What can you offer employees that differentiates you from the competition? Consider your culture and working environment, work-life balance and unique benefit opportunities.
£45,600 £42,700 STUDENT ACCOMMODATION MANAGER
64
Earnings in Property Management Employment Professionalism
Property Manager
Block Manager
Estate Manager
Student Accomodation Manager
Seniority
Permanent Salary Banding
Graduate
£20,000 - £23,000
Manager
£30,000 - £35,000
Partner/Director
£50,000 - £65,000
Graduate
£20,000 - £25,000
Manager
£40,000 - £55,000
Partner/Director
£60,000 - £70,000
Graduate
£20,000 - £25,000
Manager
£40,000 - £50,000
Graduate
£20,000 - £23,000
Manager
£32,000 - £45,000
Partner/Director
£60,000 - £70,000
Average Permanent Salary
Interim Salary Per Hour
£20,000
£11 - £13
£31,000
£15 - £20
£53,000
£35 - £41
£25,000
£11 - £13
£48,500
£25 - £35
£67,000
£38 - £40
£25,000
£11 - £13
£45,000
£25 - £35
£22,000
£11 - £13
£40,000
£15 - £22
£66,000
£35 - £45
66
Real Estate Investment
68
Real Estate Investment Over the past 12 months, real estate investment recruitment has been one reflective of a â&#x20AC;&#x2DC;generousâ&#x20AC;&#x2122; capital-raising environment. As large balance sheet investors reallocate their portfolios towards real estate to chase returns that no longer can be found in fixed-income products, hiring staff, (both junior hires for more administrative work and senior for specific knowledge and network) has been prevalent throughout the industry. Despite economic uncertainty across the Eurozone, hiring activity in Q1 2016 for the real estate investment sector was sustained, with employers being guardedly optimistic as many plan to hire at levels similar to 2015. Only 5% of the market has introduced hiring freezes and for the most part this is a consequence of aggressive hiring throughout 2015. Hiring for UK only funds has largely been suspended as firms hold off transactions, waiting for pricing volatility. However, this is balanced by pressure for firms to get money out of the door, and delivering returns justifying their asset management fees.
Throughout the past 12 months, private equity firms led marginal salary inflation for the best talent in the industry. London remains the top destination for European investment professionals, whether product originators or asset managers with pre-existing networks in specific European geographies. However, we are beginning to see some UK focused firms holding off until the EU referendum.
Primary debt investment and loan originators across the credit spectrum continue to be in demand, with a focus on network to source the right borrowers of specific products being key to employers. Capitalising on the flow of capital into real estate, the market saw the loss of credible, senior professionals from established platforms as they set up vehicles of their own. Replacement-led recruitment followed for senior positions, which also contributed to salary inflation for top talent. Surprisingly, only a minority of departures were filled through promotion-led replacement.
Top 4 reasons real estate investment employees are seeking new employment Lack of access to deal flow Seeking employers with stronger brand
Lack of responsibility to develop end-to-end skills
ÂŁ
70
Exposure to investment strategies they believe will deliver stronger returns
Advice to Real Estate Investment Employers in 2016 Contingency plan Making contingency plans now will enable quick hiring when the UK market activity begins to pick up.
Develop internally Focus on internal development of current employees to maintain talent development, productivity and to promote loyalty.
Remain active for junior hires Continue graduate and analyst hires to protect your long-term employment pipeline.
Exit interviews and appraisals Ensure you take on board and act upon employee feedback in exit interviews and appraisals, to ascertain why people leave and adapt your retention strategy accordingly.
Average Salaries
REAL ESTATE
INVESTMENT
(BANKING)
£88,000
FINANCE
£86,000
MANAGEMENT
BUY SIDE
ASSET EQUITY MANAGEMENT £145,400 £69,500 PRIVATE
72
Earnings in Real Estate Investment Employment Professionalism
Investment Management
Buy Side Asset Management
Real Estate Finance (banking)
Seniority
Permanent Salary Banding
Graduate
£28,000 - £42,000
Analyst
£33,000 - £60,000
Associate
£50,000 - £80,000
Vice President
£75,000 - £125,000
Director
£110,000 - £200,000
Graduate
£28,000 - £32,000
Asset Manager
£40,000 - £55,000
Assistant Fund Manager
£55,000 - £90,000
Fund Manager
£90,000 - £180,000
Graduate
£33,000 - £42,000
Analyst
£39,000 - £60,000
Associate
£55,000 - £80,000
Vice President
£75,000 - £110,000
Director
£140,000 - £220,000
Average Permanent Salary £35,000 £45,000 £75,000 £110,000 £175,000 £28,000 £45,000 £65,000 £140,000 £35,000 £45,000 £75,000 £100,000 £175,000
74
Earnings in Real Estate Investment Employment Cont. Professionalism
Private Equity
Seniority
Permanent Salary Banding
Analyst
£35,000 - £50,000
Associate
£50,000 - £110,000
Vice President
£90,000 - £160,000
Director
£120,000 - £250,000
MD/Partner
£200,000 - £450,000
Average Permanent Salary £47,000 £90,000 £125,000 £190,000 £275,000
76
Residential Development
78
Residential Development The accumulating pressure for housing stock, the governmentâ&#x20AC;&#x2122;s ambitious pledges and the rapidly growing PRS sector contributed to a phenomenal rise in skills demand within the residential development sector. Residential house building was one of the fastest growing employment sectors in the UK and certainly the fastest within the property industry. As housing starts began to slow in 2016, house builders are still unable to meet targets and a lack of skilled professionals is largely accountable for the shortfall. The talent pool shortage is felt across the sector. Within the northern regions, the skills gap is being particularly felt amongst the mid-level development management, which is impacting on the delivery of schemes. Further South, principally in London and the South East, investment demand for secure sites is soaring and in turn the demand for land buyers throughout the past 12 months has rapidly increased. Active candidates in 2015 who recognised the market was candidate short and believed changing jobs increased their salary, have in 2016 begun to take more caution, owing
to market uncertainty. Stability is beginning to take prevalence over earnings. The more passive candidate market is becoming trickier to motivate into changing jobs, as a result of their employers actively working on retention levels, providing more benefits and pay increases. For both land buyers and development managers, the skills gap has become more acute due to the residual effects of the recession and the lack of recruitment in this period. Many of the then graduate, juniorlevel land buyers and development managers left the profession and this brain drain is still being felt at the mid to senior hands on management levels.
74%
RESIDENTIAL CANDIDATES
DESCRIBE MARKET CONDITIONS AS UNCERTAIN
Contracts and interim market Employment strategy, notably for smaller London and South East developers with one or two sites, is shifting towards development based contract hiring. This is to ensure employment flexibility in the face of market uncertainty, particularly due to the health of the global economy, lack of foreign investment and political unpredictability.
With the cost and time it can take to hire permanent employees, the temporary employment market is rapidly growing within the residential development sector. Employers are increasingly opting for a temporary or contract workforce to replace permanent staff and offering permanent places to their temporary and contract staff after a six to twelve month period.
80
Advice to Residential Development Employers in 2016 Pre-plan your employment requirements Give yourself plenty of time to find the right candidates, but at the same time be prepared to make quick and efficient decisions to avoid missing out in this fast-paced, candidate-short market.
Develop your existing talent Invest in training and provide a mentor programme. Hands on experience tends to make the strongest employees in this sector, so ensure you are giving junior members of staff enough exposure.
Focus on retention Recent wage inflation in the sector will impact on your retention levels. Ensure you are effectively providing your workforce with a balanced working environment, including training, reward and progression.
Average Salaries
LAND
Be open to flexible skills sets Investing in the retraining of a qualified surveyor or investment agent from a parallel sector could be more cost efficient than direct skills recruitment. We successfully placed surveyors in 2015 from other areas of property with the transferable skills to adapt to residential development positions.
MANAGEMENT
£58,100 DEVELOPMENT MANAGEMENT
International experience
£68,100
More often than not employers will reject candidates who do not have UK house building experience. Differences in global regulations and standards is deemed a risk too far for most developers. There is a highly skilled talent pool of international residential development professionals seeking employment in the UK, many have held senior positions for large scale schemes and leading global development brands and are willing to take a more junior role to break into the UK.
LAND/DEVELOPMENT
MANAGEMENT
£52,700 82
Earnings in Residential Development Permanent Employment Professionalism
Land Management
Development Management
Land/ Development Consultancy
Seniority
Permanent Salary Banding
Graduate/Land Buyer
£25,000 - £35,000
Land Manager
£40,000 - £60,000
Senior Land Manager
£60,000 - £75,000
Land Director
£75,000 - £90,000
Assistant Development Manager
£25,000 - £35,000
Development Manager
£40,000 - £60,000
Senior Development Manager
£70,000 - £90,000
Development Director
£100,000+
Surveyor
£30,000 - £40,000
Senior Surveyor
£40,000 - £50,000
Associate Director
£50,000 - £65,000
Director/Partner
£65,000 - £80,000
Average Permanent Salary £28,000 £51,000 £67,000 £86,000 £30,000 £53,000 £80,000 £108,000 £35,000 £45,000 £57,000 £74,000
84
Technical
86
Technical The built environment employment market remained highly active and continued to grow steadily in 2015 and into 2016, showing resilience to uncertain global economic headwinds. Vacancy activity was fuelled by inner city commercial construction and has only at the end of Q1 2016 begun to soften as residential starts slowed. The UKâ&#x20AC;&#x2122;s construction pipeline in 2015 and into 2016 has been predominantly commercial led. There has been a surge in regeneration investment, as land constraints instigated development strategies to focus on improving existing schemes and sites. The number of high rise tower blocks starts for office and mixed-use in 2015 increased along with change of use on inner city office blocks. The impact of this shift to large scale construction projects has led to longer construction periods, which has had a significant impact on hiring requirements and career trajectory. Employers sought quantity surveyors and project managers with local knowledge and networks with enough experience to hit the ground running. Retention became a critical factor as hiring any building or quantity
surveyor or project manager required long term investment in them, for at least the duration of a project. Professionals with three to five yearsâ&#x20AC;&#x2122; post qualified experience were most in demand and employers have been prepared to pay a premium. High value bonuses paid regularly became prevalent, as employers preferred to pay existing teams than to invest in replacement-based recruitment midway through a project. The skills shortage continued, especially for mid to senior management, yet applicants with overseas experience increased. With the increase in complexity of legislation, there was also a surge in demand for specialist skills such as rights of light and party wall surveyors.
We anticipate hiring activity throughout 2016 to be at similar levels to 2015, yet planning restraints and economic uncertainty will slow down the pipeline, this will impact on the employment market for qualified construction professionals from 2017 onwards.
Despite these vacancy gaps and rises in salaries by up to 15% for in demand specialists or local market experience and established networks, employers remained steadfast and preferred to persevere in this highly competitive employment environment rather than employ international candidates.
8:1
The ratio of jobs to active candidates from April 2015 to April 2016
Contracts and interim market Interim hiring activity has peaked in Q1 2016 as employers seek to meet vacancy demand whilst future proofing themselves against any possible economic threats. Project managers and site managers in particular are in high demand for site specific contract based employment. Requirements for specialist consulting contracts for project work has continued to be strong.
88
Advice to Technical Employers in 2016 Consider qualified professionals moving back from abroad There is a vast candidate pool of highly experienced project managers and surveyors with UK experience returning to the country with a combination of international and local knowledge. They are often highly motivated to negotiate on salary to get their foot back in the door.
Be prepared to make decisions quickly Good candidates will be snapped up quickly by a competitor. Streamline your decision-making process, give feedback on CVs and interviews immediately. Ensure your interview process is as efficient as possible.
Ensure your hiring strategy is universal Communicate between your HR teams and hiring managers to confirm you have the same requirements to help fill vacancies as quickly as possible.
Average Salaries
BUILDING
Always consider interim hiring
SURVEYOR
As the skills shortage intensifies and the time it takes to fill a vacancy lengthens, be open to contract and interim candidates. This method can help deliver an immediate professional, team or entire workforce, giving you flexibility whilst you seek longerterm hires.
£47,700 PROJECT
MANAGER
Give consultants time to understand your company
£53,600
One of the biggest factors when hiring someone is “culture fit” and how they will work with the rest of the team. If you are working with recruitment consultants, allow them the time and access to get to know your teams and company.
QUANTITY SURVEYOR
£55,000 90
Earnings in Technical Employment Professionalism
Building Surveyor
Project Manager
Quantity Surveyor
Seniority
Permanent Salary Banding
Graduate
£23,000 - £30,000
Surveyor
£30,000 - £42,000
Senior Surveyor
£40,000 - £60,000
Associate
£55,000 -£65,000
Partner/Director
£65,000 - £85,000
Graduate
£25,000 - £30,000
Surveyor
£30,000 - £45,000
Senior Surveyor
£40,000 - £65,000
Associate
£55,000 - £85,000
Partner/Director
£75,000 +
Graduate
£25,000 - £30,000
Surveyor
£30,000 - £45,000
Senior Surveyor
£45,000 - £65,000
Associate
£65,000 - £85,000
Partner/Director
£85,000 +
Average Permanent Salary
Interim Salary Per Hour
£25,000
£12 - £17
£27,000
£17 - £25
£52,000
£25 - £38
£60,000
£35 - £41
£74,000
£41 - £54
£27,000
£15 - £19
£30,000
£19 - £29
£56,000
£25 - £41
£68,000
£35 - £54
£87,000
£57 - £100+
£27,000
£15 - £19
£34,000
£19 - £29
£52,000
£29 - £41
£72,000
£41 - £54
£90,000
£54 - £100+ 92
About Devere Deverell Smith is a specialist property recruitment consultancy, providing permanent and interim recruitment solutions and career advice across the UK real estate industry. We cater for all levels of seniority and represent the UKâ&#x20AC;&#x2122;s leading property companies, developers, agencies, consultancies, banks and funds. Our mission is straightforward, to give a competitive advantage to everyone we work with, to strengthen property businesses and advance careers. Our success comes from working closely with property organisations and candidates to really understand their requirements and make better, value-adding connections.
ell Smith Our Recruitment Services Contract and Interim Recruitment Deverell Smith provide interim recruitment across the core property sectors. With our vast candidate pool and market knowledge we are strategically placed to react quickly to interim recruitment requirements. Permanent Recruitment Attracting the best candidates and then determining from a CV and interview process whether an individual is the best fit for your brand and culture takes focus, skill and time. Deverell Smith’s consultants are not only experts in property recruitment and the industries they serve, but they are also from the professional disciplines we represent. Executive Search Overseen personally by company founder and CEO, Andrew Deverell-Smith, the Executive Search department caters for senior, director, board level and ‘hard to fill’ positions, undertaking assignments on an exclusive and retained basis across all disciplines of the real estate industry. Project Assignments Deverell Smith’s Project Assignment service is designed to manage and facilitate multiple hires simultaneously. This service requires a similar yet augmented methodology to that of Executive Search, with the same rigour of process, research and due diligence to ensure that a range of individuals with a compatible dynamic and complementary skill sets are delivered on time, and on budget.
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Contact Us
Accounting and Finance Keval Patel Head of Accounting and Finance +44(0)20 3056 0275 keval.patel@deverellsmith.com
New Homes Censa Caird Head of New Homes +44(0)20 7291 0915 censa.caird@deverellsmith.com
Estate Agency Ana Hutchinson Head of Estate Agency +44(0)20 3056 0291 ana.hutchinson@deverellsmith.com
Property Management Zoe Smith Head of Property Management +44(0)20 3056 0277 zoe.smith@deverellsmith.com
Facilities Management Tom Greenwood Head of Facilities Management +44(0)20 3056 0289 tom.greenwood@deverellsmith.com
Real Estate Management William Hickman Head of Real Estate Management +44(0)20 3056 6281 william.hickman@deverellsmith.com
General Practice Dan Moloney Head of General Practice +44(0)20 3056 0274 dan.moloney@deverellsmith.com
Residential Development Carly Wardley Head of Residential Development +44(0)20 7291 0914 carly.wardley@deverellsmith.com
Marketing and Secretarial Emma Timothy Head of Business Support +44(0)20 7291 0903 emma.timothy@deverellsmith.com
Technical Lisa-Jo Taylor Head of Technical +44(0)20 3056 6284 lisa.taylor@deverellsmith.com
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+44 (0)207 291 0900 deverellsmith.com @deverell_smith Deverell Smith â&#x20AC;&#x201C; Property Recruitment