Knowledge Hub

I wanted to share a brief example of a recent hire we supported within the PropTech supplier space. The client had been advertising on Indeed and using multiple agencies to recruit a Business Development Manager, but wasn’t getting the quality or traction they needed. We were invited to work on the role and this what we delivered.

If you’re hiring in property and relying on Indeed, you’re mostly fishing in the same crowded pond as everyone else. The best people aren’t applying to adverts. They’re already in jobs, quietly performing, and they’ll only move if the approach is discreet, targeted, and done by someone who genuinely understands the sector. This article explains why your next hire probably isn’t on a job board and how headhunting saves you hours of sifting so you only meet people worth meeting.

A practical onboarding guide for hiring managers (and a template you can use today). Most onboarding fails for one reason: we assume a new starter will “pick it up as they go.” In reality, the first week decides everything; confidence, pace, loyalty, and whether they feel like they belong. A simple Welcome Pack doesn’t need to be fancy. It needs to be clear, human, and structured. Here’s the playbook.

Here’s the brutal truth: great people don’t queue up outside your office because you’ve put “competitive salary” on a job ad. Everyone says that. Everyone. If your grand plan to hire top talent is a recycled job spec and a half-hearted LinkedIn post, you’re going to be very lonely in that interview room.