Senior / Principal Consultant - FM Interim / Contract

Central London | £45,000 £50,000 Basic + Commission to 40% | Hybrid Working

There are two frustrating places to build an FM recruitment desk. One is inside a generalist recruiter where nobody really understands your market, the client base gives you little leverage and every new vacancy has to be dug out of the ground. The other is inside a huge FM specialist where six recruiters already know every client you call and the best accounts were divided up years before you arrived.

This opportunity sits somewhere considerably more interesting in the middle.

You'll join a large, successful professional recruitment business with deep relationships across major corporate organisations and a well-established Property & FM practice, but an FM market that still has considerable room to grow.

There are clients. There is trading history. There are live and lapsed accounts, current vacancies, previous placements, working temps elsewhere in the team and an established candidate database.

What there isn't is a contractor book being handed to you.

This is an opportunity for a good temp recruiter to take all of that warmth and turn it into something significantly bigger.

You'll build a specialist FM interim and contract desk , recruiting professional and management appointments across the Facilities Management market.

The strongest opportunity currently sits within FM Service Providers , where the volume and frequency of hiring creates significant potential for an experienced temp recruiter.

You'll also have access to established relationships across corporate/end-user FM teams and specialist consultancies .

Typical appointments include:

alongside other professional and operational appointments across the FM environment.

Rates typically sit around £500 £700 per day , with healthy margins available across the market.

And there is plenty to work with from the beginning.

You'll have access to live and historic client relationships, lapsed accounts, existing and previous vacancies and an established FM candidate network .

You'll also sit within a wider Property & FM team of around ten recruiters, which is significant because temporary recruitment is often built through intelligence rather than cold calling alone.

A contractor finishing an assignment creates a conversation.

An aftercare call can uncover another vacancy.

A reference request introduces another hiring manager.

A candidate update reveals where somebody else has just resigned.

A colleague hears that an existing client is mobilising a new contract.

The strongest temp recruiters know how to follow those threads.

There are plenty of them here.

But this is still a proper commercial recruitment role.

Nobody is handing you a £300k book and asking you to maintain it.

You'll need to reactivate relationships, develop existing accounts, win new hiring managers and clients, track candidate movement and steadily build your own base of working contractors.

The difference is that you're starting with something to work from .

And the evidence of what can be achieved is already inside the wider division, with recruiters on comparable interim markets producing at around £500k annually .

For somebody already billing £200k+ who knows they're capable of more, a £300k £400k+ desk is entirely credible here .

This is a substantial, independently minded professional recruitment business with more than 100 people across a range of specialist markets.

Its roots are firmly within the professional corporate world, with a long history of recruiting for major City organisations and larger corporate businesses.

That heritage still influences the clients it chooses to work with.

The business isn't interested in winning every account at any cost.

There is a strong emphasis on quality clients, commercially sensible agreements and professional recruitment relationships rather than filling the CRM with low-margin accounts that are painful to service.

For an experienced recruiter, that matters.

So does the infrastructure around you.

This is a financially well-backed business with the systems, resources, training, candidate reach and operational capability to support recruiters building significant desks.

The working environment is equally established: substantial Central London offices, a large peer group around you and a mature, collaborative culture with a strong identity.

It is results-driven.

But it isn't built around treating experienced recruiters like children.

The leadership of this team is also slightly different from what you might expect.

Your Director hasn't spent twenty years telling everyone that their way is the only way to recruit FM.

Instead, they've developed their understanding of the market while building a reputation internally as a strong, supportive people manager who is open to ideas and prepared to listen to the recruiters closest to their desks .

For someone joining at Senior or Principal level, that can be surprisingly valuable.

You'll already be an experienced temp/interim recruiter , ideally within Facilities Management, Property or a closely related professional market.

You don't necessarily need to arrive with exactly the same candidate specialism.

You do need to understand how to build a successful temporary desk.

That means knowing how to develop a contractor book, manage margins, maintain relationships after the placement, generate repeat requirements and use the constant movement of people through a market to create further opportunities.

You'll probably already be billing at least £200k annually and have enough evidence behind you to know that you're capable of considerably more.

The question may be whether your current environment is helping you get there.

Perhaps FM is an afterthought within your business and you're constantly trying to create opportunities without enough brand or client access behind you.

Or you're at the opposite extreme, sitting inside a mature FM specialist where the market has been carved into increasingly narrow territories and every obvious client already belongs to somebody else.

This gives you a different balance:

Enough infrastructure to open doors.

Enough market left to build something.

You'll need to enjoy business development.

There's no avoiding that.

But there's an enormous difference between creating a market from nothing and developing one that's already warm .

This is the latter.