Business support recruitment in property: What employers need to know in 2026

Business support roles are the backbone of property companies, yet they're sometimes overlooked when it comes to hiring, retention, and investment. With the market shifting in candidates' favour, employers who don't adapt risk losing out on the talent that keeps their businesses running. 

The market has shifted in favour of jobseekers 

I'm seeing a significant uptick in experienced business support professionals actively exploring new roles. Restructures, redundancies, and takeovers across real estate have unsettled many professionals, prompting them to reconsider their options. 

A lot of people that hadn't been open to conversations are now more open to having a conversation about opportunities in the market. For employers, this is a rare window to access senior-level talent that simply wasn't available 12 months ago, but only if the opportunity is right. 

What business support candidates want in 2026 

Candidates are now looking for more benefits outside of monetary compensation. The roles generating the most interest within office support are those offering something bespoke; varied responsibilities, genuine progression, and a clear sense of purpose. 

Three things come up in nearly every candidate conversation: 

Flexible working hours require trust, and that's the hard part 

The real barrier to flexibility isn't policy, it's trust. A common challenge I see is a candidate who has earned flexible working over years at their current company, but when they look to move, the new employer won't offer the same terms. That's often a dealbreaker. 

Flexibility doesn't have to mean remote work. It can be adjusted hours, early finishes twice a week, or simply trusting people to manage their time. I spoke to someone recently who is a piano instructor outside of work, all they need is to leave by 5:30 twice a week, and they're happy to come in early. It's not asking a lot. It's just allowing people to have their life outside of work as well. 

Companies should ask themselves honestly, does presenteeism actually equal productivity? 

Retention starts with recognition 

Hiring well is only half the battle. I see a clear gap in how businesses incentivise support staff compared to fee earners. 

There are so many ways you can progress someone; qualifications, training, expanded responsibilities, bonuses. Support staff might not always be incentivised in the same way as revenue generators, but there are plenty of ways to add value and show people they matter. If a trusted team member's circumstances change and they need a slight adjustment to their working pattern, accommodating that sends a powerful message. 

Why delaying a business support hire costs you more 

My strongest advice to businesses sitting on the fence? Don't wait. The knock-on effect of not hiring is significant: fee earners get pulled into admin, senior leaders end up managing diaries, and morale drops across the board.