So, the longest month of the year is finally just about behind us...

So, the longest month of the year is finally just about behind us. January always feels never-ending, but here we are—already a month into 2025. And while some things never change (rain, questionable D&I rhetoric from the President and after one good result Tottenham fans are dreaming of a trophy again..) the Occupier FM & Real Estate market is showing some interesting shifts.
 
So what’s changing?
More in-house roles are emerging – Companies are refocusing on sustainability and workplace strategy, leading to restructuring and fresh hiring in corporate real estate teams. Many in-house teams have been running too lean for too long, making recruitment essential when gaps appear.
The return to the office is happening – My local train station car park is full by 7 AM most days, which tells you all you need to know. Companies are working harder than ever to create a compelling office/customer experience, pulling ideas from the hospitality sector to increase engagement and retention.
Tuesday Wednesday and Thursday is now the norm (I don’t need to hear the acronym thank you!) – Businesses are accepting this rhythm and are restructuring FM contracts to align with it. Workplace experience and sustainability are major priorities in these retenders.
M&A activity is at an all-time high – I’ve never seen the facilities management space this aggressive, with businesses rapidly acquiring and integrating services to drive margins. PE-backed buy-and-build strategies are at their most active in years.
 
What does this mean for hiring demands?
No.1 property roles remain rare – They’re often filled directly, and CRE teams report into such varied functions (IT, People, Procurement, Operations) that even recruiters struggle to track them. But there have been an increase in these roles. 
No.2 roles are more common, driven by FM and workplace. In-House transactions roles are light and projects roles continue to be filled by the supply chain. Salaries and bonuses lag behind the service provider market.
Strategic Account Directors are in high demand – Clients need leaders who can shape behaviours and elevate customer experience, not just manage contracts.
Strong BDMs and BDDs are still hard to find – Relationship-driven sales professionals (not just bid chasers) will always be in demand.
Operators who can scale and run businesses from £20m-£100m are gold dust – There’s a real shortage of talent with this track record.
Interims remain critical – FM firms don’t have the internal capacity to handle bid cycles, mobilisations, or major contract transitions, making experienced interim professionals highly valuable.
The market is shifting quickly, and businesses are adjusting their hiring strategies to keep up. If you’re seeing the same (or something different), I’d love to hear your thoughts.
If we can support with your hiring strategy, further market insights or with your job search please reach out to myself Jack Dower (interim) or Claire Street and Louise Lowes