Talent in demand: why building surveyors hold the cards in today’s recruitment market

The building surveying profession has always been closely tied to wider economic performance, with demand driven by investment in real estate, regeneration schemes, and the need for compliance across commercial and residential sectors. Over the past two years, however, the recruitment landscape in building surveying has been shaped by several key forces that continue to influence both employers and candidates.

Demand has outstripped supply

The most consistent theme since 2022 has been the acute shortage of qualified building surveyors. Employers across the consultancy, client-side, and contractor markets have all been chasing the same pool of mid-to-senior-level candidates. According to industry data and our own observations, many firms have reported projects being delayed not due to lack of funding, but because they simply could not secure the surveyors needed to deliver them.

Salary inflation and retention pressures

With limited candidate availability, salaries have seen significant upward pressure. Over the last 24 months, many firms have introduced retention bonuses, flexible working packages, or fast-tracked promotions to keep talent from being poached. While this has improved short-term retention, it has also raised expectations among candidates about what "market rate" looks like, which in turn places pressure on smaller practices competing with larger consultancies.

Shifting skillsets: beyond traditional surveying

Another notable change is the expansion of skillsets that employers are looking for. Building surveyors with strong project management experience, or those able to advise on sustainability and ESG compliance, have become especially valuable. This reflects the broader industry shift toward net zero targets and more complex client expectations. Recruiters have had to adapt by targeting surveyors with hybrid experience, rather than purely technical surveying backgrounds.

Graduates and apprenticeships: A growing focus

With limited senior resource in the market, many firms have doubled down on graduate recruitment. Universities continue to produce talent, but the gap between entry-level and fully chartered surveyors is a minimum of 2–3 years, which leaves a short-term challenge. Apprenticeship schemes and structured career pathways are now seen as essential for long-term workforce stability.

Outlook for 2025 and beyond?

As we edge towards the end of 2025, the recruitment market for building surveying remains, as it started out, candidate-driven. However, with some economic uncertainty in the property and construction sectors, we may see a stabilisation in demand. Employers who have invested in structured training and retention initiatives over the last two years are likely to be in the strongest position. For candidates, opportunities remain abundant — particularly for those with chartership or specialist experience in areas such as dilapidations, party wall, and project-led surveying.

The building surveying recruitment market remains dynamic, with demand, skill requirements, and retention strategies continuing to evolve. For organisations seeking to strengthen their teams, or professionals considering their next career move, we wouls welcome a discussion with you. We can provide detailed market insights and tailored guidance to support informed decision-making in this competitive environment.

Article by Lewis West