Senior / Principal Consultant - FM - Perm

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

Not every £300k recruiter works harder than the person billing £180k. Sometimes they simply have access to better clients, better vacancies and a business prepared to walk away from work that isn't commercially worth doing.

That's a large part of the opportunity here. You'll join a substantial professional recruitment business with long-established relationships across major corporate organisations and an established Property & Facilities Management practice .

The FM permanent market isn't starting from zero. There are established and lapsed clients, historic placements, live opportunities, a significant candidate network and colleagues already speaking to many of the organisations you want to recruit for.

But nor has the market been developed to the point where every valuable account, specialism and candidate community already belongs to somebody else. There's infrastructure around you and room in front of you.

You'll recruit permanent professionals across the Facilities Management market , with particular opportunity across major FM Service Providers alongside corporate/end-user organisations and specialist consultancies.

The appointments are professional and management level, typically including:

alongside other operational and leadership appointments across the FM environment.

The strongest volume currently sits within the Service Provider market , where established organisations recruit repeatedly across multiple contracts, clients and locations.

But the wider business brings another dimension. Its heritage is firmly within professional recruitment for larger City and corporate organisations , creating relationships and brand recognition inside many of the types of businesses that employ substantial in-house Property and FM teams.

For a commercially intelligent recruiter, that creates several ways to build.

This isn't a pre-packaged £300k desk being transferred from another recruiter. It is a well-supported market with considerable existing warmth that still needs someone capable of turning more of that opportunity into fees.

You'll also sit within a wider Property & FM team of around ten recruiters , with clearly defined ownership across markets and clients. That gives you the benefit of being surrounded by people generating relevant market intelligence without creating the internal competition often found inside very large FM recruitment divisions.

For someone already producing good numbers, it's a particularly attractive balance.

This is a substantial professional recruitment business of more than 100 people , with strong financial backing, sophisticated infrastructure and an established presence within the London professional recruitment market.

Its roots were built around major City-based corporates, and that continues to influence the way the business approaches recruitment today.

Quality matters. Quality of client. Quality of vacancy. Quality of candidate. And quality of the commercial relationship surrounding all three.

The business is prepared to say no to clients that are unnecessarily difficult to service or agreements that simply don't make commercial sense.

That's an important distinction for an experienced recruiter. Your earning potential isn't determined solely by how many jobs you can find. It's also determined by whether the business gives you access to valuable work worth investing your time in .

Around that sits the infrastructure you'd expect from a successful larger-scale recruiter: strong systems and technology, training and development, sophisticated marketing and brand presence, extensive candidate reach and the financial resources to continue investing.

The culture is mature, collaborative and highly results-driven . People are expected to perform, but experienced recruiters are given room to operate professionally.

You'll also work for a Director whose strength is leadership rather than ego. They haven't spent their entire career recruiting FM and don't pretend otherwise. They've developed their knowledge of the market while remaining open to the expertise of the recruiters around them.

They're supportive, receptive to ideas and focused on creating the environment in which good people can perform.

For the right recruiter, that's considerably more useful than working for somebody determined to prove they know your desk better than you do.

You'll already have experience recruiting permanent professionals within Facilities Management, Property or a closely related market .

You could be an established FM recruiter already working with Service Providers, consultancies or corporate clients. Or you may sit within an adjacent Property market with sufficient crossover to move naturally into FM.

Depending on your current experience and billing history, you could join at Senior or Principal Consultant level .

You'll probably already be producing strong numbers; potentially around £200k or more; but believe there's another level available to you.

And the constraint may not be your ability. Perhaps you're sitting in a business where FM has never really been taken seriously, leaving you without the client access or market presence to compete for the best work.

Or perhaps you're in an established FM specialist where the opposite has happened. There are so many recruiters that the market has been divided repeatedly. The strongest accounts are protected. Candidate ownership becomes complicated. And building another £100k of revenue means trying to find opportunity in an increasingly crowded patch.

This sits between those two extremes. FM is established enough to give you leverage, but not so developed that the opportunity has already been exhausted.

You'll still need to develop business. You'll be expected to build relationships, create opportunities and establish yourself as a recognised recruiter within your market.

But you're doing it with a strong brand, established client access, relevant colleagues and an existing candidate community around you.

The platform should amplify what you can do , not substitute for it.