Introduction: Hiring Looks Different from Each Side of the Desk

If you’ve ever hired within an estate or lettings agency, you’ll know it’s rarely straightforward. The right person can transform your branch — the wrong one can drain time, morale, and profit.

Having managed teams inside agencies and now working as a specialist recruiter, I’ve seen the process from both angles. The challenges are often the same, but the solutions look very different once you step outside the office and into recruitment full-time.

Here’s what I’ve learned about how to hire better, faster, and smarter in today’s property market.

1. The Best Hires Don’t Always Shout the Loudest

When I was managing, I focused heavily on who “stood out” in an interview. The confident ones often made an impact, but confidence doesn’t always equal consistency.

Now, as a recruiter, I’ve seen countless top performers who interview quietly but outperform every “big personality” on the floor. The trick is in the questions you ask and the environment you create.

Tip: Give quieter candidates space to open up. A calm tone and well-structured interview often reveal the real problem-solvers you’ve been looking for.



2. Salary Is Not Everything But Clarity Is

One of the biggest reasons candidates walk away is not pay, it is uncertainty. They want to know the structure: what is the basic, what is the commission, what is the realistic OTE?

Too many adverts still say “competitive salary.” That phrase does not attract candidates; it confuses them.

As recruiters, we know that transparency wins. When candidates feel you are open about pay and progression, they are far more likely to engage seriously with your role.

Tip: Always include a salary range, bonus structure, and benefits upfront. Transparency attracts better people and saves time in the long run.

3. Culture Matters More Than Coffee Machines

When I ran my own team, I believed perks like flexible hours or a good office vibe spoke for themselves. In reality, candidates cannot see your culture unless you show it.

Today’s best property professionals want to understand why your branch feels different. They want real examples of teamwork, trust, and training, not just the words “great culture” in a job post.

Tip: Use your job descriptions, LinkedIn posts, and even your interviews to tell real stories about your team. That is what makes candidates picture themselves working for you.



4. The Process Speaks Volumes

A slick hiring process says more about your brand than any job ad. When a candidate applies, every touchpoint from first call to final decision is a reflection of how your agency operates.

Long delays, unclear feedback, or poor communication send one message: disorganisation. The best candidates will not wait.

Tip: Even if you are still deciding, drop a quick update. A short message like “we are still reviewing applications” keeps candidates engaged and protects your brand reputation.

5. Workload Balance Is the Hidden Dealbreaker

The best property managers do not leave because of pay, they leave because of burnout.

As a recruiter, I hear it constantly: portfolios too large, admin support too thin, expectations too high. If your job description reads like three roles in one, you will lose the interest of every experienced manager.

Tip: Be realistic in your advert and interviews. If the workload is heavy, explain what systems or support you have in place. Candidates respect honesty and stay longer when expectations match reality.

Closing Thoughts: Recruitment Is a Two Way Street

The best hires happen when both sides are clear about what they need, what they offer, and what success looks like.

As someone who has been on both sides of the desk, I can tell you this: hiring does not have to be stressful. When you communicate clearly, respect candidates’ time, and present your agency with honesty and pride, the right people will notice.

Let’s Make Hiring Simpler

At Windmill9 Consulting, we specialise in helping estate and lettings agencies hire smarter. We have managed inside agencies, so we understand the pace, the pressure, and the people who thrive in it.

Whether you are hiring a Property Manager, Valuer, or Branch Manager, we will find candidates who fit your team and culture, not just the job spec.



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