The building
Service continuity, compliance, planned maintenance and technical performance.
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Property Services04 / Property Services
Better buildings need better operators.
Recruit the people who turn property strategy into reliable service, stronger occupier relationships and better day-to-day performance.
Recruitment intelligence
Market context / 2023 data, cited in June 2025
75%
EU buildings with poor energy performance
Source, scope & methodology
Commission sets the EU’s building sector on a pathway towards greater energy efficiency and decarbonisation
European Commission, Directorate-General for Energy · Published 2025-06-30
The Commission attributes this building-stock figure to Eurostat 2023 data. It covers EU buildings overall, not only commercial properties or managed portfolios. It does not quantify hiring demand.
What this means for a hiring brief
Start with the business outcome.
Property-services appointments should combine reliable operations with the ability to plan upgrades, use building-performance data and manage occupier disruption.
PropertyTalents’ recruitment perspective on the cited research. National and sector indicators do not establish availability for a particular role.
Property managementFacilities managementLeasing & advisoryEnergy & retrofit
The hiring lens
Define what they will be accountable for.
Decide what the person must deliver before narrowing the search to familiar job titles.
The occupier
Responsiveness, communication, retention and the quality of the on-site experience.
The owner
Budgets, service charges, supplier control and evidence-led capital planning.
Roles & assessment
Know what good
looks like.
Choose a hiring area to see example roles and the evidence to look for. These are recruitment priorities to discuss, not a list of current vacancies.
Example roles
Property Management Director
Senior Property Manager
What to assess
Plan this hireService-charge control, occupier relationships, supplier performance and consistent portfolio reporting.
Compensation contextCompare the role.
Compare the role.
Then compare the package.
Country, responsibility, asset scale and variable pay all change the comparison. Start with a like-for-like brief before asking for a salary range.
How we approach salary benchmarkingYour next hire
Make the brief
work harder.
Use the hiring area selected above, choose your market and take these questions into the next conversation.
How many assets, sites and service partners are in scope?
Which financial and service outcomes will the person own?
Does the brief need technical operations, occupier management or both?
The download is a short working brief you can edit. It does not submit an enquiry.
