Facilities Management recruiters in the UK aren’t reading your CV word-for-word – they’re scanning quickly for red flags and proof of control. In seconds, an experienced FM recruiter will spot whether you understand compliance, maintenance planning, and operational metrics or if you’re just listing generic duties. This guide is for FM candidates (Hard FM, Soft FM, TFM) who want to fix their CV and interview approach. Below you’ll find a recruiter’s checklist of 10 signals to hit – plus examples of how to prove each one – so you can present yourself as a solid, low-risk hire.

The 10 recruiter signals

1. Your lane is clear (Hard FM, Soft FM, TFM)

First, make it obvious what type of FM you are. Hard FM covers the technical building services – things like HVAC, electrical, plumbing – that keep the physical assets safe and legally compliant. Soft FM covers support services – cleaning, security, catering, front-of-house – that make the workplace run smoothly for people. Total Facilities Management (TFM) means you oversee both sides. Recruiters want to see that you clearly state your domain and scope. For example, instead of a vague title, describe your portfolio: “FM for 5 commercial sites (500,000 sq ft total) – managing all hard services (HVAC, electrical, fire systems) and soft services (cleaning, security, reception)”. This level of detail immediately signals your lane and scale. Proof to provide: a quick scope summary on your CV (facility type, size, and key services managed) shows exactly where you fit. Common mistake: Being too generic (e.g. just saying “Facilities Manager” without context) leaves recruiters guessing about your actual experience.

2. You can control compliance (not just mention it)

In FM, statutory compliance is non-negotiable – by law you must keep the building and its systems safe via required inspections and certifications. Don’t just say “responsible for compliance”; show that you drive it. Recruiters look for “audit-ready” candidates who maintain proper records and schedules for things like fire alarms, lift inspections, water hygiene, and electrical testing. On your CV, note specific achievements like “Achieved 100% statutory compliance across all sites for 3 consecutive years” or “Implemented a digital compliance calendar to track H&S inspections, resulting in zero missed deadlines”. This demonstrates that you stay on top of legal obligations. Proof to provide: mention passing external audits or improving compliance scores (e.g. turning around sites with lapsed certificates). Common mistake: Listing regulations (e.g. “knowledge of Fire Safety Order, LOLER, etc.”) without showing how you ensured adherence – recruiters prefer evidence of process and results, not just buzzwords.

3. You understand PPM vs. reactive – and can manage the backlog

Planned Preventative Maintenance (PPM) versus reactive maintenance is a core concept in FM. Employers want to know you won’t just fight fires; you’ll prevent them. PPM means scheduling routine checks and servicing of equipment to avoid breakdowns, whereas reactive means fixing things when they fail. Showing you balance both is key. Recruiters scan for phrases like “PPM schedules”, “asset servicing plans”, “reducing reactive calls”, and maintenance backlog management. Proof to provide: quantify how you improved maintenance performance – e.g. “Increased PPM completion rate from 85% to 98%, cutting reactive calls by 30% and halving the open work-order backlog in 6 months.” This tells a recruiter you take a proactive approach to maintenance and can tame a growing backlog (which every FM recruiter knows is a risk). Common mistake: Saying “responsible for PPM and reactive maintenance” without any metrics. Whenever possible, include a number: how many assets or sites on the PPM program, or an outcome like improved uptime or backlog reduction (e.g. “reduced maintenance backlog by 40% through improved scheduling”).

4. You’ve used CAFM/CMMS as a workflow tool

Nearly every FM job spec will mention “CAFM experience” or “CMMS experience” (Computer-Aided Facilities Management software or maintenance management systems). It’s not enough to name-drop a system like Concept, Maximo, or CAFM Explorer – recruiters want to see how you used it. Did you set up asset registers, schedule PPM tasks, pull monthly KPI reports, or monitor work orders through the system? Mention that. For instance: “Used IBM Maximo to log 100% of reactive jobs and generate weekly PPM compliance reports”. This shows you treated the system as a workflow tool to drive performance, not just as a tick-box. Given that modern FM is increasingly data-driven, being comfortable with CAFM software and analytics is a strong positive signal. Proof to provide: name the software and one specific way you leveraged it (e.g. improved response times, analyzed maintenance trends, ensured asset data accuracy). Common mistake: Only listing the software in a skills section without context – always tie it to an action or outcome (e.g. “managed PPM schedule in CAFM (Maximo), ensuring no maintenance tasks slipped past due”).

5. Contractor management is tight (permits, RAMS, performance)

Most FM roles involve managing external contractors – from cleaners and caterers to specialist engineers (fire systems, lifts, HVAC repairs). Recruiters will check for experience in contractor control, because poor contractor management can lead to safety incidents or service failures. Keywords that stand out include “Permit to Work (PTW) systems”, “approving RAMS (Risk Assessments & Method Statements)”, “contractor SLAs/KPIs”, and “vendor performance management”. Show that you treat contractors as an extension of your team with oversight and discipline. Proof to provide: for example, “Implemented a strict permit-to-work process for all high-risk maintenance activities, resulting in zero contractor incidents over 2 years” or “Managed 15+ supplier contracts, conducting quarterly performance reviews and achieving a 20% reduction in contractor response times via improved oversight”. This tells the recruiter you maintain safety and quality control when work is outsourced. Common mistake: Saying “managed contractors” with no detail. Specify how many contractors or contracts, and highlight a result (safety improvements, cost savings, better compliance, etc.) to give that phrase substance.

6. You communicate with non-engineers (stakeholder savvy)

Facilities Managers liaise with virtually everyone – from engineers on the ground to client executives in the boardroom. Recruiters therefore look for communication skills and stakeholder awareness. In practice, this means being able to translate technical issues into business terms and keep people informed. On your CV and in interview, emphasize moments where you had to explain, report, or persuade across departments. Proof to provide: e.g. “Prepared monthly client reports translating maintenance KPIs into layman’s terms for a non-technical property team”, or “Presented a business case to the CFO for a £100k energy-saving project, securing approval by explaining ROI in plain language.” These examples show you can bridge the technical and corporate worlds. Recruiters know that a great FM isn’t just technically competent but can also “manage up” and communicate effectively. Common mistake: Using too much technical jargon on your CV. You want to signal technical knowledge and people skills – mention things like client meetings, tenant liaison, or reporting to senior management to indicate you’re comfortable working with non-engineers.

7. You understand cost control (budget, procurement, value)

Facilities Management is as much about managing budgets and adding value as it is about fixing buildings. Recruiters will look for signs that you’re commercially aware: experience with budgeting, cost saving, procurement of services, and delivering value for money. Phrases that resonate include “managed a £X maintenance budget”, “implemented cost-saving initiatives”, “procurement and tendering”, and “CAPEX planning”. Proof to provide: give concrete examples of financial impact. For instance, “Negotiated new supplier contracts that saved £50k annually” or “Delivered a 20% reduction in energy costs across three sites through sustainability initiatives and supplier renegotiation”. This proves you didn’t just manage a budget – you improved it. Also mention any experience in lifecycle planning or asset replacement decisions (showing you think long-term value). Common mistake: Avoid empty clichés like “cost-conscious” without context. Instead, provide a number or result that demonstrates cost control or efficiency – recruiters love to see “efficient, safe, and cost-effective operations” on your track record.

8. You can mobilise / transition without chaos (if relevant)

If you have experience with mobilisation or contract transitions, highlight it – it’s a niche skill highly valued for senior FM and account lead roles. Mobilisation refers to starting up a new FM contract or service: the hectic period of onboarding people, assets, and processes between contract award and go-live. Recruiters look for this in candidates who might manage new contracts or site openings. Proof to provide (if you’ve done it): mention a structured outcome like “Led the mobilisation of a TFM contract for a 1 million sq ft site, including TUPE transfer of 25 staff and asset data verification, achieving day-1 service delivery with no downtime”. This shows you can handle the moving parts – HR, asset registers, PPM scheduling from scratch, supply chain setup, etc. – that come with a new contract. Use the word “mobilisation” if applicable; it’s a keyword that will jump out. Common mistake: Only bring this up if you’ve actually done it – it’s okay if you haven’t (many FM roles are steady-state). But if you have, don’t bury it. Successful mobilisation experience instantly tells recruiters you can handle complex transitions and set up systems under pressure.

9. Your safety competence is credible (IOSH/NEBOSH, etc.)

Health and safety is central to FM, so recruiters scan for your H&S credentials. While not every FM job requires a NEBOSH certificate or IOSH qualification, having one is a strong signal of competence. If you have NEBOSH (General Certificate) or IOSH Managing Safely, or other safety training, be sure to list it prominently (typically in a “Certifications” or “Qualifications” section). Even if it wasn’t asked for, it reassures employers that you understand risk and legislation. If you don’t have those certs, you can still demonstrate safety know-how: mention “conducted risk assessments,” “chaired monthly H&S meetings,” “no reportable accidents for X years”, etc. Proof to provide: for example, “NEBOSH-certified – used knowledge to implement a Hazard Reporting program that reduced accidents by 50%”. Or “IOSH Managing Safely trained – ensured all contractors followed site safety inductions and permit-to-work protocols”. The key is to show you treat safety as a priority. Common mistake: Omitting H&S entirely on your CV. Even if it’s not a formal qualification, cite some safety responsibility or achievement (audits, trainings, initiatives) – absence of any safety mention can be a red flag in facilities management.

10. You present outcomes, not just responsibilities

Finally, the overarching signal: are you focused on outcomes? Recruiters are adept at spotting CVs that merely list duties versus those that show achievements. Two candidates might both say they “managed building maintenance” – but if one says they “improved uptime by 15% and reduced tenant complaints by implementing a new maintenance schedule”, that candidate will stand out. Every bullet on your CV should answer “So what?”. Did you increase efficiency, save money, improve compliance, enhance customer satisfaction? Use numbers to drive it home. For example, don’t just write “Managed facilities for a portfolio of sites” when you could say “Managed facilities across 10 sites, achieving 95% planned maintenance completion and a 25% reduction in reactive callouts in one year”. This approach showcases your impact. Proof to provide: include 2–3 concrete “before and after” results in your CV: e.g. “cut energy consumption by 15%”, “cleared a 6-month maintenance backlog”, “raised customer satisfaction scores from 7 to 9/10 through service improvements”. In interviews, be ready with brief stories of problems you solved and the results you achieved. Common mistake: Overloading your CV with responsibilities (“responsible for X, Y, Z…” in every line) – this comes across as a job description. Instead, write a few key accomplishments for each role. This gives recruiters confidence that you don’t just occupy a role, you excelled in it.

Facilities Management recruiter checklist (quick reference)

Here’s a quick 10-point checklist of what FM recruiters in the UK typically look for. Use this as a final scan – does your CV/experience touch on each point?

• Hard vs Soft FM clarity: State whether your expertise is in hard services, soft services, or a TFM mix (with relevant context like building type and size).

• Compliance control: Show how you manage statutory compliance (safety inspections, certifications) with no lapses.

• PPM & backlog management: Highlight your use of Planned Preventative Maintenance and how you keep reactive issues and backlog under control.

• CAFM/CMMS proficiency: Mention the systems you’ve used (e.g. CAFM software) and what you achieved with them (scheduling, reporting, asset tracking).

• Contractor oversight: Indicate experience managing contractors safely and effectively (permits to work, enforcing RAMS, tracking their performance).

• Stakeholder communication: Give examples of interacting with non-technical stakeholders (client reports, executive meetings, tenant updates).

• Budget & value results: Include any budget responsibility and cost-saving or value-adding achievements (energy savings, contract optimisations).

• Mobilisation experience (if any): Note any new contract or site mobilisations you have led or contributed to (asset handovers, TUPE, setup phase).

• Health & safety credentials: List H&S qualifications (IOSH, NEBOSH) or significant safety initiatives you’ve led, to demonstrate your safety competence.

• Measurable outcomes: Ensure your CV bullets emphasize outcomes and improvements (with numbers) rather than just duties.

Make your CV pass a recruiter scan in 60 seconds

Recruiters often decide within a minute if a CV is worth deeper reading. Here are six tips to make your FM CV instantly communicate the right signals:

• Put scope first: Start each role entry with the scope of your responsibility – e.g. “Facilities Manager for 3 manufacturing sites, 200,000 sq ft total, 50+ tenants”. This gives context immediately (scope, scale, type of environment).

• Add key metrics: Pepper your CV with numbers that quantify your impact – whether it’s size of portfolio, money saved, % improvements, team size managed, or contract value. Numbers jump off the page and show accountability.

• Show compliance evidence: Don’t just say “ensured compliance” – mention concrete outcomes like “100% statutory compliance record” or “passed ISO 45001 audit first attempt”. This proves you walk the talk on regulations.

• Name your systems (and usage): If you used CAFM or BMS systems, list them and what you did with them. For example: “Implemented and administered Concept Evolution CAFM – used for scheduling PPM and tracking asset lifecycle”. It shows tech literacy.

• Highlight contractor & safety management: Make sure it’s visible that you manage contractors and permits, and uphold safety standards. For instance: “Supervised 20+ subcontractors (PTW system in place, zero HSE incidents)”. This addresses two risk areas recruiters watch for.

• Focus on outcomes, not duties: Under each job, include 2-3 bulleted achievements that demonstrate improvements you drove (efficiency gains, cost reductions, improved KPIs, etc.), rather than a long list of every task. This “so what” factor is what hooks a hiring manager’s attention.

(Remember: format matters too – a clear layout, section headings, and bullet points will make those key points easy to spot.)

FAQs

Do I need NEBOSH for FM roles?

Not always, but it definitely helps. Many UK facilities management roles highly prefer or require some health and safety certification. For managerial positions, employers often look for IOSH or NEBOSH credentials as a sign of H&S competence. It’s not legally mandated to have NEBOSH to be a Facilities Manager, but having it gives you an edge – it shows you understand safety regulations in depth and take them seriously. Some FM professionals start with an IOSH Managing Safely course and then later obtain the NEBOSH General Certificate. In short: you won’t be automatically disqualified without NEBOSH for most jobs, but it’s a valuable qualification that can broaden the roles you’re considered for (especially in environments with high safety risk).

What counts as CAFM experience?

CAFM experience means you have actively used a Computer-Aided Facilities Management system (or a CMMS) in your workflow. It’s not just knowing the acronym – it’s about hands-on usage. For example, creating and updating work orders in a system like Maximo or CAFM Explorer, scheduling maintenance tasks and technicians through the software, running reports (e.g. PPM completion rates, asset condition logs), and maintaining an asset register within the system. If on your CV you mention which software and how you used it – e.g. “Used Concept Evolution CAFM to track all maintenance requests, plan PPM, and monitor contractor performance” – that’s real CAFM experience. Recruiters in 2026 expect FMs to be tech-savvy and data-driven, comfortable using digital tools to improve operations. Even basic examples like logging maintenance tickets, extracting KPI dashboards, or setting up preventive maintenance schedules via a system will count. The key is that you didn’t manage everything on paper or ad-hoc – you leveraged a CAFM/CMMS platform as part of your job.

What’s the difference between hard and soft FM?

These terms describe two sides of facilities management services. Hard FM refers to the technical, infrastructure side: maintenance of the physical building and systems. That includes services like heating and cooling (HVAC) maintenance, plumbing, electrical and lighting systems, fire safety systems, elevators – essentially things attached to the building that require upkeep and are often legally required for safety. Soft FM refers to the day-to-day support services for people in the building. This includes cleaning, security guarding, reception/front-of-house, mailroom, catering, waste management – services that make the environment clean, safe, and pleasant but are more about people and processes than bricks and mortar. In short, hard FM = building fabric and equipment, soft FM = people-centric services. Many Facilities Manager roles today combine both (that would be a “TFM” role – Total Facilities Management), but larger sites or organizations might have separate managers for hard and soft services.

What’s PPM and why do employers care?

PPM stands for Planned Preventative Maintenance (also sometimes called Planned Preventive Maintenance) – it means performing regular, scheduled maintenance on equipment and systems before problems occur. Think of servicing boilers, HVAC units, lifts, emergency lights, etc. on a routine schedule to prevent breakdowns. Employers care about PPM because it directly impacts reliability, safety, and cost. Proactive maintenance ensures compliance with legal requirements (for example, you must regularly inspect fire alarms, electrical systems, lifts, etc. by law). It also reduces expensive reactive repairs and downtime – fixing something after it fails is usually more costly and disruptive than preventing the failure in the first place. An FM who runs a strong PPM program will have fewer surprise outages, a safer building, and typically lower maintenance costs over time. That’s why job descriptions often ask for experience in PPM scheduling and why interviewers may ask about how you balance PPM vs reactive work. They want assurance that you won’t run the site in “run-to-fail” mode; instead, you’ll keep the operation one step ahead of potential issues. A high PPM completion rate is often used as a KPI to measure FM performance, and being able to discuss PPM intelligently is a green flag to recruiters.