Gen Z: the missing link in construction consultancy

Construction consultancies across the UK are in a hiring crunch. Demand for project managers, QSs and development consultants is growing, but the talent pool? Not so much.

Mid-senior professionals are stretched. Graduate schemes are hit-and-miss, and many consultancies are still hiring like it’s 2015.

But here’s the surprising upside, Gen Z might be exactly what this sector needs right now.

A sector under pressure

The infrastructure and built environment pipeline across the UK is expanding; driven by regeneration, net zero, and public investment. That should be a golden opportunity, but delivery is at risk.

Why? Senior professionals are retiring or shifting industries. Counteroffers and salary inflation are becoming the norm. Recruitment timelines are dragging and great candidates are walking.

We’re seeing consultancies stuck in a cycle - posting, waiting, reacting. Meanwhile, a new generation of talent is ready to step up but it's being overlooked.

What can Gen Z bring to the table?

We’ve worked with dozens of Gen Z professionals across PM, QS, EA, and sustainability-focused roles. The headlines?

They’re not lazy nor are they entitled, they are simply wired for a different world — one that’s faster, more digital, and more purpose-driven.

So, what does Gen Z want? 

·       Clear progression - not just a title and a pay band

·       Projects with purpose - especially in sustainability, regeneration, or social impact

·       Modern systems and tools - not clunky Excel sheets and outdated portals

·       A voice - they want to contribute, not just observe

They’re not here to tear up the rulebook, they’re here to upgrade the operating system.

How can we adapt?

The most forward-thinking consultancies are already adapting. They’re moving away from rigid job specs and instead hiring candidates based on their mindset, potential, and adaptability. They’re investing in employer branding that reflects their culture and purpose, not just their project portfolio. Internally, they’re building two-way mentoring models where knowledge flows both up and down the ladder. And crucially, they’re replacing passive hiring with proactive talent mapping - identifying and engaging future talent before the competition does.

What this means for the future

Gen Z will make up over 30% of the workforce within five years. Ignoring them isn’t an option. But, embracing them? That’s an advantage!

In a competitive, delivery-focused market, the firms that adapt their hiring strategy now will be the ones that lead the next era of UK construction consultancy.

Final thought

The next generation of project leaders is already in the industry, they’re just not always where you're used to looking. If your recruitment strategy still relies on job boards, outdated role profiles, or waiting for talent to come to you, you're likely to be missing out. To stay competitive, consultancies need to shift from reactive hiring to forward-thinking talent engagement.

The firms that recognise, support, and invest in Gen Z today won’t just fill roles, they’ll build resilient, future-ready teams.

If that sounds like where you want to be, we’d love to help you get there.

Halim Ahmed