Hiring an experienced Quantity Surveyor, Estimator or Design Manager starts with understanding the work they will need to deliver. A familiar job title can hide very different technical requirements, contract exposure and levels of responsibility.

For construction employers, the practical challenge is finding someone whose experience fits the project, location and package on offer. A clearer brief and a well-run search can make that task more manageable.

What the latest construction workforce forecast tells us

CITB’s Construction Workforce Outlook 2026–2030 estimates that the UK construction industry will need an average of 41,200 additional workers a year, or around 206,000 across the five-year period. This requirement includes supporting growth and replacing people leaving the industry.

These are industry-wide figures covering the wider construction workforce, including trades. They should not be presented as a forecast for white-collar vacancies alone. CITB also explains that demand varies by region, occupation and type of work.

Employers should use the national picture as context, then assess their own workload and recruitment requirements.

Plan around the projects ahead

Review likely contract awards, current workload, succession needs and the consequences of an unexpected departure. Identify which appointments would become difficult if recruitment started only after a project was secured.

For each role, agree when the person is needed, who will support them and what they should achieve in their first six months. This gives the search a practical starting point.

Define the experience behind the title

A useful brief explains the package scope, project values, contract environment, reporting line and level of authority.

For a Quantity Surveyor, that might include responsibility for procurement, valuations, variations and final accounts. For a Designer, it could include particular systems, software and responsibility for coordinating technical interfaces.

Separate experience that is essential on day one from knowledge the business can help someone develop. Ask candidates to explain their personal contribution to previous projects, rather than relying on job titles alone.

Make the complete package clear

Agree a realistic salary range before approaching candidates. Explain the car allowance, bonus arrangements, pension, travel expectations and any flexibility available.

Location deserves particular attention. State where projects are based, how often site attendance is required and whether overnight stays are involved. Candidates need enough detail to judge whether the opportunity works for them.

Reach beyond incoming applications

A specialist appointment may suit someone who is currently employed and has not started a job search. Give that person a clear reason to consider a conversation: greater responsibility, a stronger project pipeline, technical development or a defined progression route.

A targeted approach should connect the opportunity with the individual’s experience and priorities.

Agree how the hiring decision will be made

Set interview stages, decision-makers and feedback times before the search begins. Assess candidates against the same essential requirements and ask for specific examples of work they personally controlled.

Keep candidates informed if circumstances change. Clear communication helps them assess both the vacancy and the business they may be joining.

Discuss your next specialist construction hire

Humres brings more than 25 years of experience in UK construction recruitment. We use specialist market knowledge and targeted headhunting to help employers identify professionals with relevant commercial, design, technical and project-delivery experience.

If you are planning an appointment or reviewing a difficult vacancy, contact Humres to discuss your requirements:
https://www.humres.co.uk/contact

Source: CITB Construction Workforce Outlook 2026–2030
https://www.citb.co.uk/cwo/index.html