6 Things Shaping Operations Hiring in Property Right Now

Insights from the deverellsmith Salary Guide & Trends Report 2026

Operations hiring across the property sector has had a notably active 12 months. New completions, ongoing churn, and a sharper focus on compliance have all combined to drive demand. Here's what the data and conversations on the ground are telling us.

1. Hiring activity has accelerated significantly

Vacancy volumes across operations rose by approximately 20% year-on-year, while successful placements increased by close to 40%, reflecting both stronger demand and better alignment between what employers are offering and what candidates are looking for. Two forces have driven this: the completion of new schemes requiring operators to build full on-site teams at pace, and ongoing replacement demand as general churn within operational roles continues. Employers who refined their hiring strategies and took progression and compensation more seriously saw the strongest results.

2. Compliance-led roles are commanding the strongest salary growth

Salary movement across operations has been selective rather than universal. Core roles have remained broadly stable, but compliance-led positions tell a different story. Maintenance, building safety, health and safety, and compliance roles have seen the clearest upward pressure on pay, reflecting their growing importance as portfolios expand and regulatory scrutiny intensifies. Notably, many of these roles are newly created rather than replacement hires, as operators invest in building out compliance infrastructure and managing risk more proactively.

3. Candidates are passive but moveable with the right offer

Most operations professionals are not actively looking for a new role, but they are open to the right opportunity. The key word is clarity. Candidates in this space will only move where roles offer a well-defined package, a clear remit, and a credible path forward. Vague job descriptions, undefined progression, and drawn-out processes are deal-breakers. Employers that can articulate exactly what they are offering and where the role can lead are significantly better placed to convert interest into hires.

4. Progression is the critical retention driver in on-site environments

Career pathways within on-site roles have historically been unclear, and that ambiguity continues to drive movement. Professionals want to understand how they can develop beyond their current position, and where that visibility is absent, they will look elsewhere. Businesses that invest in defining and communicating progression frameworks are not just better at retaining talent; they are better at attracting it in the first place.

5. Flexibility is influencing decisions even where it is limited

On-site roles don't lend themselves easily to hybrid working, but even modest flexibility is making a material difference in candidate decisions. One remote day per week or adjusted start times can be enough to tip the balance in a competitive hire. Where flexibility genuinely isn't possible, leadership quality, team culture, and long-term stability become the primary factors candidates are weighing up. Employers need to be honest about what they can offer and lead with it clearly.

6. The focus is shifting from building teams to refining them

With fewer new buildings coming online, the large-scale team build-outs that characterised the past 12 months are likely to become less common. The focus is shifting towards optimising existing teams, improving customer experience, and driving operational consistency. That evolution is expected to drive greater demand for experienced senior hires, particularly operations managers and regional heads, in portfolios that have scaled quickly or where existing teams skew junior.

For full salary data and hiring trends across Operations in property, download the deverellsmith Real Estate Salary Guide & Trends Report 2026.

About the Author

Hannah Taylor | Manager, Investment & Living

Hannah has over 10 years of experience in the real estate industry and heads up the Rental Living team. She specialises in placing senior level Investment and Asset Management positions across the living space. Understanding her companies' specific requirements and desires is Hannah's sweet spot.