Insights

Long hours. Tight deadlines. Constant client demands. The property industry is known for its pace and pressure. So, is work-life balance just wishful thinking? Not necessarily. But it takes effort from both sides: employers and professionals. The Reality Check It is no secret that property roles often bleed into evenings and weekends. Viewings, negotiations, urgent emails. Many professionals accept it as part of the job. But burnout is on the rise. And top talent is starting to push back. Flexibility now rivals salary. Candidates are asking for hybrid setups, realistic workloads, and clear boundaries. They want time to reset. And they’re choosing companies that respect that. What Firms Can Do You don’t have to sacrifice performance to promote balance. Set boundaries. Respect non-working hours, internally and with clients. Embrace flexibility. Hybrid work, staggered hours, or early finishes make a difference. Lead by example. If managers don’t switch off, teams won’t either. Even small changes can have a significant impact on retention. When companies set clear boundaries, offer genuine flexibility, and lead by example, employees are more likely to feel valued, stay motivated, and remain loyal for the long term. Tips for Professionals Balance won’t just appear. You have to claim it. Communicate needs. Don’t assume flexibility is off the table, ask for it. Prioritise. Not every task is urgent. Learn to say no or delegate. Switch off. Set a “last email” time and stick to it. Your wellbeing matters. The Bottom Line Work-life balance in property is possible, but it won’t happen by accident. We’re seeing real progress, especially in forward-thinking firms. The industry is learning that happy, rested teams perform better. It's not just good ethics, it’s good business. At Collins Property Recruitment, we match professionals with companies who get it. Get in touch. Email us at info@collinspropertyrecruitment.com or give us a call on 020 7435 0309.

In property, communication is everything. It builds trust, opens doors, and closes deals. And when you speak more than one language? You’re not just talking, you’re connecting. In a global, multicultural market like the UK, especially in hubs like London, Manchester, and Birmingham, clients, tenants, and investors come from all corners of the world. Being able to speak their language is more than a soft skill, it’s a strategic advantage. It builds trust, eases the buying or renting process, and gives you a competitive edge in a crowded field. At Collins Property Recruitment, we know how much weight language carries. Multilingual professionals consistently stand out, and here’s why. 1. Access to a Wider Client Base The UK property market is as diverse as it gets. London alone is home to people from over 280 ethnic groups and nationalities. If you speak their language, you're already ahead. Whether you're helping an international investor or a first-time buyer from abroad, being able to explain terms in their native tongue makes the process smoother, and makes you stand out. 2. Building Instant Trust Property decisions are deeply personal. Clients want to feel heard and understood. Speaking their language removes barriers and builds instant rapport. That trust often leads to repeat business and referrals. 3. Smoother Negotiations Negotiation is an art, and nuance matters. Being bilingual or multilingual gives you a major edge in reading between the lines and spotting subtleties that others might miss. It’s not just about translating, it’s about cultural fluency, which can help seal the deal faster and more effectively. 4. Standing Out to Employers In a competitive job market, language skills are a differentiator. Agencies and developers increasingly look for multilingual talent to tap into global demand. At Collins Property Recruitment, we see first-hand how speaking another language can fast-track careers, especially in sales, lettings, and client services. 5. Global Opportunities Fluent in Spanish? Mandarin? Arabic? Suddenly, the world’s your oyster. From the graph below, we can see English and Mandarin are the strongest business languages, together accounting for over 40% of global business influence. Your language skills could open doors to overseas developments, relocation services, or high-net-worth clients across continents.

A practical guide for property firms building better teams.

Do you actually know what candidates want? Because if you don’t, how are you planning to attract, let alone keep, the best people?  The property recruitment market has changed. Candidate expectations have shifted. And if your pitch still starts and ends with salary, you're already behind. Top talent isn’t just looking for a job, they’re looking for purpose, progression, and a business they believe in. Somewhere they feel heard. Somewhere that reflects their values, not just yours. Sure, pay matters. But career growth, clarity of vision, mentorship, flexibility, and culture now matter as much if not more. If there’s no clear path forward, no sign of development, they’ll move on! Work-life balance? That’s not a perk anymore. It’s an expectation. Hybrid working, sane hours, and respect for personal time are now non-negotiable. Businesses that don’t get this will suffer with churn and reputation damage. And speaking of reputation, candidates do their homework. They’ll check LinkedIn, Glassdoor, Google, Trustpilot. If your brand looks tired, toxic, or stuck in the past, the best people won’t even apply. The reality? Good people have options. If you’re not offering a modern, supportive, value-driven working environment, they’ll choose someone who is. So rethink your offer. Get real about your culture. And start building a business people want to join, not just one that’s hiring.

A guide for school leavers, career changers, or graduates.

The best talent isn’t applying for jobs, they’re already in them. That’s where executive search comes in. And at Collins Property Recruitment, we’ve built a reputation as a go-to executive search partner for senior and strategic hires across the property sector. Unlike general recruitment, executive search (or headhunting) is highly targeted, strategic, and consultative. It’s not about advertising roles and waiting for applications, it’s about identifying, approaching, and engaging with high performers who aren’t actively looking, but are perhaps open to the right opportunity. We work in partnership with you, discreetly and intelligently, to understand your organisation, your culture, and your goals. Then we map the market, identify the best possible individuals, and make direct approaches on your behalf. It’s personal, collaborative, and entirely focused on delivering specific results within a pre-agreed time period. Recent executive placements we've made: CFO, Commercial Property Investment Business Head of Residential Agency Director of Block Management Head of Property, Private Family Office Why businesses choose us for Executive Search: Access to hidden talent: We have relationships with exceptional candidates who aren’t on job boards or LinkedIn. Confidentiality: Ideal for sensitive or business-critical hires. Sector expertise: Our deep understanding of the London property market. Focus: A dedicated search specialist manages your assignment from start to finish. Collaborative process: Shortlists, weekly catch-ups, reporting, benchmarking and strategic advice at every stage.  If you’re planning a senior hire or want to explore how executive search can help your business, get in touch with Barry Collins at barry@collinspropertyrecruitment.com or 020 7435 0309.

How to stand out and secure your next role...

It’s National Brunch Month! So, here’s a list of our favourite spots in London… In the world of recruitment, first impressions matter. The environment in which you choose to meet a client can say just as much about you as your pitch does.

In today’s evolving property market, employers review dozens of CVs in minutes. Making yours stand out requires more than listing duties and responsibilities, it demands a clear demonstration of value and relevance.

Whether you are managing properties, negotiating sales, or handling the back-office business operations, technical expertise is important, but it is soft skills that truly set professionals apart.

Collins Property Recruitment recognised for outstanding work-life balance at The Flexa Awards 2025.

Real estate has long been male-dominated, but progress is happening. Women are making strides, and businesses are recognising the value of diversity. However, leadership roles and pay equity remain major challenges. The gender gap persists due to underrepresentation, biases, and limited access to mentorship and networking. Many industry events remain male-led and held at times that exclude working mothers. Change requires action! Companies must expand leadership opportunities, ensure pay transparency, and support flexible work. Inclusive networking and education opportunities will help build a more diverse future. Recognising and championing female leaders is also key to inspiring the next generation. By fostering an inclusive and diverse industry, real estate can attract and retain top female talent, benefiting individuals, companies, and the sector as a whole. What do you think? How can the industry do better? Share your thoughts below. #DiversityInProperty #GenderEquality #RealEstateLeadership

I’ve just had a distressing call with someone I’ve known for a long time. We’ve placed her in two of her three roles, and over the past decade, she’s built a career in estate agency. She’s always overachieved, always delivered. But now, she’s a mother of two young children (both under five), and she’s struggling. Not because she’s lost her skills, not because she isn’t ambitious, but because the estate agency industry she’s given so much to is refusing to give her what she needs in return. She needs flexibility. She needs an employer who understands that she can’t work weekends, that school drop-offs and last-minute changes are part of life now. She needs someone who sees beyond rigid office hours and recognises that talent, experience, and dedication don’t suddenly disappear the moment someone becomes a parent. She’s not asking for a handout. She’s asking for a role where she can still thrive, where she can still be financially successful, where she can bring everything, she’s learned, both in work and in life, back to the office. So, what happens next? The industry loses yet another talented professional, because of inflexibility and antiquated opinions. My advice? Give good people what they need and watch what they give you in return. IT'S 2025! NOT 1965!

Navigating your job search in a digital world

A serious talent gap threatens the sustainability of the industry and firms will need to align with the evolving expectations of the current workforce in order to thrive.

The Lack of Diversity in UK Estate Agency Must Change.

An open letter to employers of Property Managers regarding fair compensation for their time and effort.

An open letter addressing the importance of giving feedback to candidates throughout the recruitment process

An open letter addressing the importance of displaying salary information in job descriptions

Blog outlining some key considerations for those in Property Finance

This blog provides some top tips for candidates who are interested in a career in BTR

In this blog, we're spilling the beans on what you should look for when recruiting a new PA

We are thrilled to announce that Martha has joined our team working in the BTR Sector

This blog details the right way to do recruitment to get the best results

A match report from The CPR Cup 2023, what a superb day

Blog exploring the benefits of building an ongoing relationship with your recruiter

Blog explaining how to write your CV to really sell yourself

Our thoughts on how you can stay motivated and positive during an arduous job hunt.

It’s a challenging topic. There is no clear-cut answer. Every role, client, candidate, and situation are different. But one thing we do know is that the answer can’t be “as long as it takes”. That’s not healthy for the individual or the business. The honest answer is as “fast as possible”. So, the question is how to make ‘fast’ happen without compromising effectiveness or kindness?