Hiring a great commercial property manager in 2025 can feel like finding a needle in a haystack. In the UK’s commercial real estate sector, demand for experienced property/facilities managers is high, but the talent pool is tight. The role of a property manager (whether overseeing an office building, retail center, or mixed portfolio) has expanded beyond rent collection and maintenance. Today’s managers must juggle legal compliance, tenant satisfaction, sustainability initiatives, and more. This how-to guide for employers breaks down the critical skills to seek, current salary benchmarks, and the hiring challenges you’ll face – with tips on how to overcome them. With rising demand for skills in sustainability, tenant experience, and smart building operations, securing the right people is key to competitive advantage. Let’s dive in.

Critical Skills to Look for in a Commercial Property Manager (UK, 2025)

What makes an effective commercial property manager in 2025? Beyond basic facilities oversight, the skillset has evolved to meet new industry demands. Here are key competencies and qualifications employers should prioritise:

• Legal Compliance & Building Safety: Regulatory knowledge is paramount. The UK has seen new laws (e.g. the Building Safety Act) and stricter enforcement of health and safety, fire codes, landlord-tenant law, and environmental regulations. A strong candidate will be well-versed in compliance and risk management – ensuring properties meet all legal standards and keeping up with evolving legislation. New energy efficiency standards and safety rules mean firms increasingly need specialists in building safety and legal compliance. Look for certifications like RICS (Royal Institution of Chartered Surveyors) or IWFM (Institute of Workplace and Facilities Management), and a track record of navigating audits or inspections.

• Tenant Relations & Experience: In office and retail settings, tenant satisfaction can make or break asset performance. A great property manager excels at communication, customer service, and conflict resolution. They should proactively address tenant concerns, maintain high service levels, and foster positive relationships with occupiers. This “people side” of property management is more important than ever – encompassing everything from handling tenant requests promptly to creating a welcoming environment. In fact, landlords and property managers are increasingly focusing on creating healthy, productive, and happy work environments for tenants. Candidates who understand tenant experience and even “tenant wellbeing” trends (e.g. amenities, flexible space use, indoor environmental quality) will stand out.

• Sustainability & ESG Knowledge: Sustainability expertise has moved from “nice-to-have” to essential in 2025. With UK commercial buildings facing stricter energy performance targets by 2030, property managers must help meet net-zero and ESG (Environmental, Social, Governance) goals. Seek candidates familiar with energy efficiency initiatives, carbon reduction strategies, green building certifications, and sustainability reporting. Industry trends indicate that energy efficiency and sustainability are top concerns shaping property management. A property manager who can spearhead retrofitting projects, monitor energy usage, and engage tenants in sustainability programs will add huge value. Knowledge of MEES (Minimum Energy Efficiency Standards), renewable technologies, and waste reduction practices is key.

• Technology & Data Savvy: The modern commercial property is a smart building, and property managers must be comfortable with technology. From PropTech software (property management systems, tenant apps) to Building Management Systems (BMS) and IoT sensors, technology is streamlining operations. A top candidate should be able to use CAFM or property management platforms, interpret building data (energy dashboards, occupancy stats), and even leverage AI tools for predictive maintenance. Employers now prioritise tech fluency and data analysis skills, alongside traditional property know-how. While a property manager need not be an IT expert, they should embrace digital tools that improve efficiency (e.g. automated workflows, online rent payment systems) and be adaptable to new tech trends.

• Financial Acumen: Managing the financial performance of properties is a core part of the job. Ensure candidates have solid budgeting, forecasting and reporting skills. They should be able to prepare service charge budgets, manage expenses, optimise net operating income (NOI), and understand how to improve property valuation through cost-effective management. Experience with rent reviews, lease management, and capital expenditure planning is valuable. Essentially, a commercial property manager should think like an asset manager – finding ways to maximise revenue, control costs, and add value to the portfolio.

• Qualifications & Soft Skills: Besides experience, look at professional credentials and the intangibles. Does the person have relevant qualifications (e.g. ARLA Propertymark for those with residential mixed portfolios, IOSH or NEBOSH for health & safety)? Soft skills are crucial: communication, leadership, and problem-solving. Property managers liaise with tenants, contractors, owners, and often a team of support staff – so they must coordinate effectively and remain calm under pressure. Organisational skills and attention to detail (to juggle multiple sites or complex service contracts) are also essential. In 2025, the ability to adapt and continually learn is important, given how quickly the sector’s demands are changing.

Tip: During interviews, present scenario questions to gauge these skills. For example: “How would you handle a major facilities emergency on a busy day?” (tests crisis management), or “How have you improved sustainability or tenant satisfaction in a property you managed?” Candidates with concrete examples of strategic improvements will likely be your high performers.

Commercial Property Manager Salaries in the UK (2025)

What salary should you offer to attract a top-notch commercial property manager in 2025? Salary expectations have risen in line with demand for talent and expanded responsibilities. While exact figures vary by region and portfolio size, here are some UK salary benchmarks for property/facilities managers:

• Average Salary: The average Property Manager salary in the UK is around £45,000 per year. However, broader job data (across all property management roles) shows a lower overall average (~£30–35k), reflecting many junior and residential roles. Commercial property management roles tend to pay a premium – for instance, a Commercial Property Manager averages about £39,000/year in the UK, roughly 25–30% higher than the mean property manager pay nationally. In short, mid-career property managers can expect around the mid-£30ks to low £40ks, while senior managers often earn beyond that range.

• Entry-Level and Junior Roles: Many entry-level property or facilities managers (with under 3 years’ experience) earn £20–25k, and with a few more years can reach the £30k+ level. Candidates with strong education or coming from graduate schemes may command towards the upper £20k range to start.

• Mid-Level Experienced Roles: A property manager with solid experience (let’s say 5–10 years managing commercial sites) often earns in the £35,000–45,000 range. Outside London, mid-level salaries tend to cluster around £35–40k, while London-based property managers might see £40k+ due to higher living costs and larger assets under management. For example, mid-career property managers (4–9 years’ experience) average about £28,500 (nationally) rising into the £30k’s with more experience. Many employers in 2025 are having to offer at the higher end of ranges to win candidates, given the competition for talent.

• Senior and High-Responsibility Positions: Senior Property Managers, who may oversee large portfolios or teams, can earn £50,000 or more. Senior property managers (10+ years’ experience) average around £40–45k, but the highest salaries exceed £50k. In prime markets or big firms, a Head of Property Management or Estate Manager for a major portfolio can reach £60k+, and some director-level property management professionals (often with broader asset management duties) earn into the six figures. For most employers looking to hire a single commercial property/facilities manager, expect to budget somewhere in the £40–60k range for a well-qualified, experienced individual in 2025.

Keep in mind these figures are base salaries. Many property managers also receive benefits like car allowances, performance bonuses, or additional perks (pension contributions, healthcare, etc.). Offering a competitive overall package – not just salary – will make your opportunity more attractive. With skill shortages persisting, firms that offer competitive salaries, clear career progression, and training opportunities will be best positioned to secure top talent. Don’t lowball the offer if you’re serious about landing a quality candidate; the market rate has risen, and experienced property managers know their worth.

Hiring Challenges in 2025: A Tight Talent Market

It’s not your imagination – finding an experienced property manager is harder than ever in 2025. The UK is facing a severe shortage of property managers, with industry surveys revealing a growing talent gap. Employers across real estate are struggling to fill property and facilities management roles, due to several factors converging:

• Skills Shortage and Evolving Demands: The skill set required of property managers has broadened (as discussed above), but there’s a shortage of professionals with those advanced skills. In particular, energy efficiency, sustainability, and compliance specialists are in short supply. Many veteran property managers came up focusing on rent, repairs, and rent collection – fewer have expertise in retrofitting buildings for net-zero or managing smart building tech. As a result, demand is outpacing supply for certain skill areas. Employers feel this pinch when trying to hire; you might see fewer qualified applicants for a given job, especially if it involves niche knowledge like ESG reporting or advanced building systems.

• Aging Workforce and Turnover: A large portion of current property/facilities managers are nearing retirement, and too few newcomers are entering the field to replace them. This demographic challenge means valuable experience is walking out the door, and competition is fierce for the mid-career talent left. At the same time, the job’s stresses have led to higher turnover. Heavy workloads (many are managing more properties than ever) and the pressure of dealing with tenant issues or regulatory compliance can lead to burnout. High turnover further tightens the talent supply, as employers not only need to hire for growth but also to backfill vacated positions.

• High Demand Across Real Estate: Property management isn’t the only area facing a squeeze – the broader real estate and facilities sector has booming demand post-pandemic. Occupiers and investors now expect more from building operations (better tenant amenities, sustainability, data reporting), so companies are investing in property management. More job openings are available than there are qualified candidates, a classic candidate’s market. Nearly two-thirds of real estate employers have reported difficulty hiring for certain property roles in recent years. This means your vacancy is not only competing with direct peers, but also with roles in corporate real estate, facilities outsourcing firms, and other sectors snapping up anyone with relevant experience.

• Location and Sector Variances: Hiring challenges can be regional. In London and big cities, there’s a high concentration of roles (lots of properties to manage), which means a talent crunch – property managers can be choosy and often receive multiple offers. In more rural or smaller markets, the talent pool is smaller to begin with, so finding candidates willing to relocate or commute can be tough. Certain sub-sectors also feel the pain: for instance, public sector and social housing property teams struggle to attract talent due to historically lower pay scales. Meanwhile, private commercial firms may lure candidates with better packages, but even they face shortages for specialised roles. Niche expertise (like shopping centre management or industrial park management) might be rare, meaning a longer recruiting time.

Bottom line: Employers must anticipate a competitive hiring process. Don’t be surprised if your job ad yields few qualified applicants, or if candidates drop off due to accepting other offers. The days of having dozens of CVs to pick from are over – now you may need to proactively scout for talent and move quickly when you find a good match.

Where (and How) to Find Top Property Management Talent

Knowing the skills you need is one thing – finding the right candidate is the next challenge. In a tight real estate recruitment market, a passive approach (like just posting an ad and waiting) may not suffice. Here are strategies and channels to tap into the property management talent pool in 2025:

• Promote from Within & Upskill: First, assess your internal bench. Given the industry’s talent shortage, many organisations are “growing their own” property managers. Perhaps you have a reliable assistant property manager, facilities coordinator, or building engineer who could step up with some training. Investing in staff development (sponsoring industry qualifications, providing mentorship) can fill future roles and improve retention. This long-term approach won’t solve an immediate vacancy, but it’s a smart way to build a pipeline of loyal, well-trained managers. Encourage promising employees to pursue certifications (like RICS, IWFM diplomas, or ARLA for residential portfolios) and give them gradual leadership opportunities. Even if you still need an external hire now, developing internal talent will pay off down the line.

• Industry Networks & Job Boards: Traditional job advertising still plays a role in attracting active job seekers. Post your vacancy on specialist job boards and forums frequented by property professionals. Don’t forget LinkedIn – many commercial property managers are active on LinkedIn and in professional groups (like BIFM/IWFM or CRE networking groups). Share the opportunity through your company page and ask your employees to spread the word in their networks. Attend industry events or property conferences if possible: networking at events (like a BOMA conference or a local property managers meet-up) might connect you with candidates who aren’t actively applying but would entertain a new opportunity. In 2025, a proactive search often beats waiting for applications – especially for in-demand roles.

• Use a Specialist Recruitment Agency: One of the fastest ways to access top talent is by partnering with a real estate recruitment agency. Specialist recruiters like MostonRECRUIT, focus on commercial real estate recruitment and maintain deep networks of pre-vetted candidates – including passive candidates who won’t see your job ad but might switch jobs if approached. A good agency already knows many experienced property and facilities managers (often including those currently employed elsewhere) and can quickly present you with a shortlist. They also handle the legwork: advertising, screening CVs, conducting initial interviews, and even assisting with negotiations. In a market where “more than two-thirds of FM leaders report struggling to hire for key roles” (as facility management surveys show), a specialist recruiter can give you an edge by delivering quality candidates faster. Yes, there’s a fee, but consider the cost of a critical role sitting vacant for months (missed maintenance, unhappy tenants, etc.). An agency that truly understands property management roles will filter for the right technical skills and cultural fit, saving you time and risk.

  • Consider Interim Contractors: If you need someone immediately or for a fixed-term project, hiring an interim property manager can be a smart stopgap. Interim or contract property managers are experienced professionals available on short notice – perfect for covering a sudden vacancy (say your manager is on extended leave) or handling a short-term assignment like a portfolio transition or refurbishment project. Many recruitment firms have a roster of interim FM/property specialists ready to deploy. This can buy you time while you search for a permanent hire, or address a temporary workload spike. Just ensure interim candidates have the specific skills needed and clear deliverables for their contract.

  • Permanent Hires for Long-Term Needs: For a core, long-term role, you’ll want a permanent employee who can grow with your company. If stability and continuity are priorities (e.g. managing ongoing tenant relationships and building strategies), focus your search on candidates seeking a permanent move. In 2025’s market, many of the best permanent candidates are “passive” – they have a job already. Here’s where headhunting via networks or agencies helps: reaching out to someone who isn’t actively job-hunting but could be lured by a great opportunity. Be prepared to articulate the selling points of your role (career progression, exciting portfolio, etc.) to entice them.

  • Executive Search for Senior Roles: If you’re hiring at a senior level – say a Head of Property Management or a Portfolio Director – a general job ad may not reach the elite candidates you need. These high-level professionals often respond better to discreet inquiries via an executive search process. Engaging a recruiter or using your industry connections for a targeted search is wise. The talent pool for senior property management in the UK is small; confidentiality and personal outreach will yield better results than public listings when recruiting a high-calibre leader.

• Outsourcing as an Alternative: In some cases, you might reconsider whether you need to hire in-house at all. Many companies outsource property and facilities management to third-party service providers. If you’re really struggling to find a qualified manager, one option is to contract an external managing agent or facilities management company to handle the duties. This can provide immediate access to a team of experts (e.g. building engineers, lease administrators, etc.) without the overhead of direct hiring. However, outsourcing comes with trade-offs: less day-to-day control and an added management layer. Often, even when outsourcing, it’s wise to have an internal client-side property manager to oversee the vendor and ensure your company’s interests are looked after. Weigh the costs and benefits – outsourcing can fill gaps, but it won’t entirely eliminate the need for skilled internal oversight if you have a sizable portfolio.

In-House Hiring vs. Using a Recruitment Agency

Should you run the hiring process yourself or use an external recruiter? There’s no one-size-fits-all answer, but here are considerations:

• In-House Recruitment: If you have a capable HR/recruitment team and sufficient time, you might fill a property manager role using in-house resources. This involves writing the job description, posting ads, screening all applications, interviewing candidates, and handling offers internally. The upside is saving on agency fees and maintaining full control. It can work if the role is lower-level or if you already know potential candidates (or want to promote internally). However, in the current climate, be aware that finding good property managers can be time-consuming. An in-house approach often yields a smaller candidate pool (typically limited to active job seekers who see your ad). It may also burden your HR staff for weeks or months. If your internal team is not specialised in real estate recruitment, they might miss out on passive talent or spend a lot of time sorting unqualified resumes. Use in-house if the role is straightforward and you’re confident you can reach the right people; otherwise, don’t hesitate to seek help.

• Recruitment Agency: A specialist real estate recruitment agency acts as an extension of your team to shoulder the heavy lifting of hiring. You provide the role requirements and profile of your ideal candidate, and the agency handles the sourcing and pre-vetting. The benefits include speed and access to a wider talent network. Agencies will tap into passive candidates and their database of contacts – people who aren’t actively applying but could be a perfect fit. They’ll conduct initial interviews, verify credentials, and only send you the top contenders, which can significantly accelerate the hiring timeline. The obvious downside is cost (a placement fee, usually a percentage of the salary, upon a successful hire). But consider the value: filling a critical role faster and with a high-quality hire. An unfilled property manager position can cost your business in unseen ways (e.g. deferred maintenance, frustrated tenants, compliance risks). Many agencies also offer a guarantee period – if the new hire doesn’t work out, they will find a replacement at no extra charge, reducing your risk. In a tight market, many employers find that agencies “pay for themselves” by delivering better candidates in less time. This is especially true for mid-to-senior level roles or specialized positions (where active applicants are few). For an entry-level assistant property manager with dozens of applicants, you might manage fine in-house; but for a hard-to-fill or urgent hire, a recruiter is often the quickest bridge to the talent you need.

Tip: It’s not an either/or choice for every situation. You can adopt a hybrid approach: use your internal resources for roles where you anticipate lots of applicants (junior or generalist positions), and engage an agency for roles that require niche expertise or when you need to cast a wider net. This way, you allocate your recruitment budget efficiently while maximizing your reach for those tough searches.

Interim vs. Permanent: Which Hire Do You Need?

Another consideration in 2025 is whether to fill a role with a permanent hire or an interim (contract) solution. This depends on your company’s needs:

• Permanent Hire: If the property/facilities manager role is integral to your long-term operations – overseeing ongoing tenant relationships, asset strategy, and team leadership – then hiring a permanent employee is the way to go. A permanent property manager becomes a steady presence who grows with the property or portfolio, accumulating site knowledge and rapport with tenants over time. This stability is valuable; tenants and other stakeholders often prefer dealing with a consistent point of contact. When making a permanent hire, take the time to find someone who not only has the right skills but also fits your company culture and values. The cost of hiring the wrong person permanently can be high, so consider multi-stage interviews or even practical case exercises to ensure a good fit. Permanent roles are ideal when you have an ongoing, long-term need and want to invest in the person’s development.

• Interim/Contract Hire: If you have an immediate gap or a short-term project, an interim property manager can be a lifesaver. Scenarios suited for interim hires include covering a key employee’s maternity/parental leave, handling a one-time project (like opening a new building, leading a relocation, or implementing a new system), or simply bridging a vacancy while you recruit permanently. Interim managers are typically overqualified for the role (seasoned professionals who take contract gigs) and can “hit the ground running.” The advantage is speed and flexibility – you can bring them in quickly and end the contract when done. The downside is cost (daily or weekly rates can be higher pro-rata than a salary) and the fact that they are a temporary solution. Use interim hires to maintain continuity and avoid letting your property operations slip while you search for the right permanent manager. Many companies in 2025 keep a budget for contractors as part of their workforce strategy, especially given how unpredictable hiring can be in this market.

In practice, you might use a combination: hire an interim to keep things running, while simultaneously recruiting for the permanent position. If you go this route, communicate clearly with all parties about timelines and expectations to ensure a smooth handover when the permanent hire starts.

Hire Smart and Stay Competitive in 2026

Hiring commercial property managers in 2026 will come with its share of challenges, but with the right approach, you can secure the talent you need to keep your properties (and tenants) happy. Focus on the skills that matter – from legal compliance to tenant care to sustainability – and be prepared to offer a compensation package that reflects the role’s importance. Remember that the talent market is competitive: delays or underwhelming offers can result in losing candidates to other opportunities. By leveraging internal talent, networking proactively, and considering specialist real estate recruitment support, you can improve your odds of success.

Above all, adapt your hiring strategy to the reality of 2025. This might mean reconsidering old job requirements (could a candidate from a residential property background transition into your commercial role with some training?) or being open to remote management arrangements for a wider candidate pool (technology now allows some oversight tasks to be done off-site). Keep an eye on emerging trends – for example, tenant experience and sustainability will only grow in importance, possibly leading to new hybrid roles like “ESG Property Manager” or increased cross-training between property and facilities management teams.

Finally, don’t go it alone if you don’t have to. Partnering with a recruitment specialist like MostonRECRUIT – who understands the real estate jobs landscape – can connect you with vetted, high-quality property manager candidates quickly. We have seen that in a tight market, the right hire can become a competitive advantage for your portfolio. With thoughtful strategy and perhaps a bit of expert help, you will find that ideal commercial property manager who checks all the boxes and leads your properties to success in 2025 and beyond. Good luck with your hiring process!