How to Hire Facilities Managers in 2025: Skills, Salaries, and Where to Find Talent

Hiring a great facilities manager in 2025 can feel like finding a needle in a haystack. The UK’s facilities management (FM) sector is huge (worth over £102 billion and supporting 1.2 million jobs), yet many employers are struggling to find qualified candidates. Why? The role of the facilities manager has expanded beyond lightbulbs and boilers – today’s FMs juggle sustainability targets, smart tech, compliance, and more, all while keeping buildings running smoothly. Demand for these multi-skilled professionals is high, but the talent pool hasn’t kept up. In fact, recruitment difficulties and skill shortages are a big constraint expected to worsen without action.

If you’re looking to hire an FM professional this year, you need to know what skills to prioritize, what salary to offer, and how to find the best people. This guide will walk you through the key FM skills in 2025, current UK salary ranges, and effective strategies (including in-house vs agency and interim vs permanent hiring) to connect with top facilities management talent. Let’s dive in!

What Skills Should You Look for in a Facilities Manager in 2025?

Sustainability & Energy Management: In 2025, sustainability has become a strategic imperative in FM. Facilities managers are now expected to manage carbon reduction targets and energy efficiency initiatives, not just maintain the status quo. Look for candidates familiar with net-zero goals, ESG reporting, and energy management systems. For example, upcoming UK regulations will require many commercial buildings to reach higher energy performance (EPC) standards by 2030 – a facilities manager who’s proactive about sustainability can save your company money and ensure compliance.

Technology & Data Savvy: Modern facilities are smart. 68% of FM teams plan to invest in new tech within 12–18 months, and many are adopting IoT sensors, Building Management Systems (BMS), and AI-powered analytics for predictive maintenance. A great facilities manager in 2025 should be tech-savvy – comfortable using CAFM software, analyzing building data, and even leveraging AI tools to improve efficiency. They don’t need to be IT experts, but they should embrace digital transformation in the workplace.

Compliance & Health/Safety Knowledge: Compliance has only grown more complex. FMs must ensure health and safety regulations, fire safety, building codes, and environmental laws are all met. This includes keeping up with updates (like building safety reforms or pandemic-related guidelines) and managing risk. Strong candidates often have certifications or training in areas like NEBOSH (health & safety) or IWFM qualifications. An FM’s attention to detail here safeguards employees and avoids costly legal issues.

Adaptability & Hybrid Workplace Skills: The way we use workplaces is changing – hybrid work, flexible office space, and agile working are the norm. FMs need to adapt spaces to an agile, flexible workforce. That means skills in space planning, move management, and the creativity to make offices engaging and efficient for employees who may not be on-site every day. It also means being people-focused: a good FM understands user needs and can tailor services (cleaning, security, front-of-house, etc.) to support well-being and productivity.

Soft Skills – Leadership & Communication: Don’t overlook the human side. Facilities managers liaise with almost everyone – from maintenance crews and contractors to C-suite executives. Communication and relationship-building are paramount. They should be adept at vendor management, negotiating contracts, and leading their facilities team. Problem-solving and crisis management skills are crucial too (because when the power goes out or a pipe bursts, your FM must stay cool and coordinate a fix fast!). In short, 2025’s FM is part technician, part strategist, part relationship manager – seek out candidates who demonstrate this well-rounded skill set.

(Tip: During interviews, ask scenario questions that touch on these areas – e.g. “How have you used data to improve facility operations?” or “How would you approach making our building more sustainable?” Strong candidates will have concrete examples.)

How Much Do Facilities Managers Earn in the UK in 2025?

Salary ranges for facilities managers can vary by experience, location, and sector – but you’ll need to offer a competitive package to attract top talent in 2025. According to recent data, the average salary for a facilities manager in the UK is around £40,000 per year. Entry-level or assistant FMs might start in the high £20k to £30k range, while experienced managers typically earn between £38,000 and £65,000.

• Entry-Level / Assistant FM: ~£25–30k starting salaries are common for junior roles, with graduate or assistant facilities managers ranging from £27,000 up to £45,000 on the higher end. The UK government’s National Careers Service quotes ~£26,000 as a starter salary for this field.

• Mid-Level Experienced FM: For mid-career facilities managers, expect around £35–45k outside London, and often £40–50k+ in London (reflecting higher living costs). Recent figures show the average hovering just under £40k. Many experienced FMs land in the £38–65k range depending on region and responsibilities.

• Senior & Head of Facilities: Senior managers overseeing multiple sites or large portfolios can earn £60k or more. In fact, senior facilities managers can exceed £60,000, and at director level (e.g. Director of Estates or FM Director) salaries can reach into six figures. Sector and size of organisation play a role – a Head of FM at a major London financial firm may command more than one at a smaller regional company.

Keep in mind these are base salary figures. Benefits like bonus schemes, pensions, private healthcare, or company car allowances are also common in FM roles, and can sweeten your offer. In a tight talent market, competitive pay matters – 2 in 5 FM professionals desire better compensation for the increasing responsibilities they carry. Research current benchmarks (industry surveys, job boards) for your region and be prepared to negotiate or get in touch with us here for in-depth benchmarking analysis. Offering a clear development path or training budget can also make your offer more attractive if you can’t beat the top end of the salary range.

Where Can You Find Top Facilities Management Talent?

Knowing what you need is one thing – finding the right candidate is the next challenge. In 2025’s competitive market (with widespread skill gaps in FM), a passive job ad may not be enough. Here’s how and where employers are successfully finding facilities management talent:

• Promote from Within & Upskill: First, look internally. Many organisations “grow their own” FM professionals. Perhaps you have a reliable facilities coordinator or engineer ready to step up. Given the industry’s aging workforce and talent shortage, some companies are investing heavily in training and apprenticeships to build the pipeline. This long-term play can yield loyal, well-trained FMs. Encourage staff to pursue FM qualifications (like those from IWFM) and provide mentorship. Even if you still need an external hire now, developing internal talent will help fill future roles.

• Industry Networks & Job Boards: Traditional recruiting channels still play a role. Post your vacancy on specialist job boards and networks frequented by FM professionals. Don’t forget LinkedIn – many facilities managers are active there. Share the opportunity in FM groups or forums (e.g. BIFM/IWFM groups) and encourage employees to refer contacts. Additionally, consider engaging with FM events or forums (like the Facilities Management Forum) where you might network with potential candidates. A proactive approach beats waiting for applications, especially when “staff are harder to find and even harder to keep”.

• Use a Specialist Recruitment Agency: One of the fastest ways to find top talent is by partnering with a facilities management recruitment agency. Specialist recruiters (like MostonRECRUIT, which focuses on FM hiring) maintain deep networks of pre-vetted candidates – including passive candidates who aren’t actively job-hunting. An agency can quickly present you a shortlist of qualified FMs, saving your team time on sifting CVs. They also understand the nuances of FM roles (from compliance certificates to soft skills) and can screen for the right fit. In a market where “more than two-thirds of FM leaders report struggling to hire for support roles, and half can’t fill management or technical positions”, a specialist recruitment partner can give you an edge.

  • Interim or Contract FMs: Need someone immediately or for a fixed-term project? Consider hiring an interim facilities manager. Interim FMs are experienced professionals available on short-term contracts – perfect for covering maternity leave, handling a major relocation project, or bridging a sudden vacancy. Agencies often have a talent pool of interim FM contractors ready to step in at short notice. For example, Moston’s interim recruitment service connects employers with proven interim FM specialists who can hit the ground running.

  • Permanent Hires: For a long-term role, you want a candidate who not only has the right skills but also fits your company culture. A dedicated permanent recruitment service can help attract and assess candidates who are in it for the long haul. They’ll often headhunt passive candidates – perhaps a facilities manager who isn’t actively applying but would consider a great opportunity. Given the skills shortage, many of the best people are already employed, so this proactive search is crucial.

  • Executive & Niche Roles: If you’re recruiting at the executive level – say a **Head of Facilities, Operations Director, or a senior Property/FM Director – a general job ad may not reach the calibre you need. In such cases, an executive search specialist like MostonEXEC can identify and engage high-level FM talent. They’ll conduct a discreet search for leaders who have the strategic and leadership experience to drive your facilities function forward.

• Contractors and Outsourcing: In some scenarios, you might not need to hire an FM onto your payroll at all. Many companies outsource facilities management to service providers. If your goal is to immediately access a wide range of skills (maintenance, cleaning, catering, etc.) without managing it in-house, a facilities services company could fill the gap. However, even with outsourcing, having an in-house FM or facilities coordinator to oversee the contractor’s performance is wise. Most large organisations strike a balance: a lean internal FM team to set strategy and manage vendor contracts, complemented by outsourced vendors for execution.

In-House Hiring vs. Using a Recruitment Agency: Which is Best?

One big decision is whether to run the hiring process yourself or engage an external recruiter. What’s the difference?

In-House Recruitment: If you have a capable HR team and plenty of time, you might fill an FM role using in-house resources. This means writing the job ad, posting it, handling all applications, screening, interviewing, and negotiating offers on your own. The upside is cost savings on agency fees and full control over the process. You might already know a candidate in your network, or perhaps you want to promote internally. However, in the current climate, be aware that finding good facilities managers can be challenging and time-consuming. In-house hiring often yields a smaller candidate pool (mostly active job seekers). It can also pull your HR staff away from other duties for weeks or months.

Recruitment Agency: A specialist FM recruitment agency acts as an extension of your team to shoulder the heavy lifting. You’ll typically discuss your role requirements with the recruiter, and they will source candidates, pre-screen them (interviews, reference checks, etc.), and present you a shortlist of the best matches. This significantly speeds up hiring. Agencies also tap into passive talent and their existing candidate databases – people who might not see your job ad but are open to new roles if approached. Yes, there is a fee (usually a percentage of the salary upon successful hire), but consider the value of filling the role faster with a high-quality candidate. An unfilled facilities manager role can indirectly cost your business (e.g. inefficiencies, compliance risks). Plus, agencies often provide guarantees – if a placement doesn’t work out, they may find a replacement at no extra charge.

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 FM roles or highly specialised positions. On the other hand, for an entry-level facilities assistant role with plenty of applicants, you might manage fine in-house. Often, a combined approach works: use an agency for hard-to-fill or urgent roles, and handle junior hires internally.

(Fun fact: The FM talent squeeze post-Brexit and post-pandemic has led even mid-sized FM firms to rethink their approach – focusing on training and internal development to reduce reliance on external hiring altogether. But for most companies that need an experienced FM now, a specialist recruiter is the quickest bridge to the talent you seek.)

Should You Hire an Interim or a Permanent Facilities Manager?

Another question employers face is whether a particular role should be permanent, temporary, or interim. The answer depends on your situation:

• Permanent Hire: If the facilities manager role is part of your core long-term operations – managing ongoing building needs, strategy, team leadership – a permanent employee makes sense. They become a steady presence who grows with the company. Permanent hires are ideal when stability and institutional knowledge are priorities. Do allow for a thorough recruitment process; bringing the wrong person on permanently can be costly. It’s worth using tools like multi-stage interviews or even psychometric tests for senior FM hires, since you’re making a long-term investment.

• Interim/Contract Hire: If you have a short-term need or a specific project, an interim FM might be the answer. For example, say your FM goes on maternity leave for 9 months, or you’re relocating headquarters over 6 months – hiring a full-time permanent manager for that period is impractical. Instead, an interim FM contractor can parachute in with relevant experience and be effective immediately. Interim hires offer flexibility: you get expert leadership without a permanent commitment. Many highly skilled FMs enjoy interim project work, so you can access veteran talent on a temporary basis. The trade-off is cost (day rates for interims can be higher pro-rata than a salary) but it’s short-lived. Be clear on the contract terms and ensure knowledge transfer if the interim is covering critical tasks.

• Temporary/Support Staff: Perhaps you don’t need a manager-level hire but rather temporary facilities support (for example, extra help during an office move or a short-term increase in maintenance tasks). Temp staffing agencies can provide facilities assistants, maintenance techs, or admin support on a weekly or monthly basis. This can relieve your FM team’s workload without altering headcount long-term.

In practice, some organisations use a mix: a permanent Facilities Lead to own the function, supplemented by interim specialists or temp staff during peak demands. There’s no one-size-fits-all – but be sure to define the scope and timeline of the role before recruiting. (And remember, if you’re unsure, a conversation with a recruitment consultant can help clarify whether an interim or perm or temp route is best for your needs.)

Hire Smarter and Stay Competitive in 2025

Hiring facilities managers in 2025 comes with challenges, but with the right approach, you can secure the talent you need to keep your workplaces running at their best. Define the critical skills (sustainability, tech, compliance, people skills) for your role, offer a competitive salary based on current market data, and choose the hiring channel that makes sense – be it your own network or a specialist recruitment partner.

Keep in mind that the FM sector’s talent shortage is real, so it may take creativity and persistence to find “the one.” However, the payoff is worth it: a skilled facilities manager can improve efficiency, reduce costs, ensure safety, and create a workplace environment where everyone thrives. In other words, they’re a linchpin of organisational success – so investing in a good hire now will deliver returns for years to come.

Ready to find your next great Facilities Manager? We are here to help. As a specialist in facilities management recruitment, we connect employers with top FM talent – whether you need an interim solution or a permanent hire. Get in touch with our team to discuss your hiring needs, or visit our site to learn more about how we can support your FM recruitment in 2025. Let’s ensure you don’t just hire a facilities manager, but a true facilitator of your organisation’s success.