clearnorth-e2

The Question Nobody Asked.

Tue, 21 Apr 2026 14:19:00 GMT

FIELD NOTES. REAL CONVERSATIONS. HARD LESSONS.

Rob Smith has worked across more sectors than most commercial professionals manage in a full career. PFI hospitals. Retail fit-outs. Nuclear. Aviation. Rail. Highways. Flood and Coastal Defence. He spent a decade as a freelance QS before moving into a Head of Commercial role, where he now oversees a team of 26 QSs at a consultancy operating across infrastructure and rail.

He is the kind of person who reads around every subject he touches. Who checks the mechanism, not just the outcome. Who asks, before accepting anything as fact, whether anyone has actually verified it. That habit, unglamorous and almost impossible to teach, is how he saved a client tens of millions of pounds on a single project’s AFC.

The question most people don’t ask

A few years ago, Rob was reviewing a client’s inflation advice on a major programme. The numbers didn’t sit right. “I looked at it and went, that’s bogus. That doesn’t work, it’s too expensive.”
He could have filed a note and moved on. He didn’t. He went away, spent three days writing a paper, came back, presented it, and the alternative approach he proposed saved tens of millions of pounds on that project alone. The methodology was then rolled out across an entire region of the client’s programme. On the second tranche of that work, he found further significant savings in procurement. A very significant sum. Because one person asked whether the accepted answer was actually correct. The reason it happened isn’t complicated. It’s that Rob has spent his career building the habit of not taking things at face value. The inflation figure was wrong because nobody had questioned it. Nobody had questioned it because questioning accepted inputs isn’t what most commercial functions are set up to reward. The job is to execute. Report. Certify. Move. Rob’s job, as he defines it, is something slightly different.

Where the money actually hides

Rob gives another example. Smaller, but illustrative in a different way. A contractor put through expenses including someone on maternity leave as a recoverable cost under the contract. Technically, they were entitled to do this. Most commercial managers would have processed it and moved on. Rob knew the mechanism. The mechanism of the time meant that the British government reimburses 103% of the salary incurred for employees on statutory maternity pay. Which means the contractor wasn’t just entitled to recover the cost from the client. They were entitled to recover more than the cost from the government, if they knew where to look and how to claim it. “So to get a 3% benefit from the government instead of just the direct reclaim from the contract.”
It’s a small number in isolation. But the principle behind it is the same one that found tens of millions elsewhere. Know what you’re actually entitled to. Read the mechanism, not just the headline. The difference between a good commercial professional and an exceptional one often lives in the distance between those two things. He has a shovel hire example too. A contractor billing thousands of pounds over several years for shovel hire on a vegetation clearance contract. “You go buy a 50-pound shovel, a 250-pound storage unit and use that.”
Nobody had looked. Nobody had asked why they were renting shovels for years of collective cost across a programme when ownership was a one-time purchase. The line item was small enough to pass through unchallenged. Which is exactly how these things work. The money doesn’t hide in the big numbers that everyone scrutinises. It hides in the small ones that nobody does.

What the industry trains people to do instead

This is where the argument sharpens, because Rob’s approach isn’t standard. It should be, but it isn’t. The commercial function in construction is largely built around execution and reporting. You receive instructions, you value the work, you certify, you report the position. The system rewards speed and accuracy within its own framework. It does not naturally reward the person who stops the process to ask whether the framework itself is right. We have heard versions of this from senior commercial leaders across the wider Field Notes series. The pattern is consistent: most commercial training, formal and informal, is built around doing the job correctly rather than questioning whether the job is being defined correctly. You learn the contract. You learn the forms. You learn the programme. But reading around the subject, challenging the accepted position, going away and writing the paper that reframes the entire approach, that is rarely what gets you promoted early in your career. Often, it’s what slows things down. Rob is direct about what this means in practice. “They can reiterate a press release. They can say sorts of things. But actually it’s not backed up by the actions. If you say I don’t believe this is a good thing, okay great, what’s the alternative? And they’ll go, I don’t know.”
That last sentence is the tell. When the challenge arrives, the people who haven’t done the reading have nowhere to go. They can flag the problem. They can’t solve it. The further up the organisation you sit, the more expensive that gap becomes.

The skill behind the savings

Rob is clear that the quality underpinning all of this isn’t brilliance. It isn’t even experience in the traditional sense. It’s curiosity combined with the discipline to follow it through. “Read around the subject. Just try and get different views and then make up your own.”
That sounds simple enough to be dismissed. It isn’t. Following through on that habit, consistently, across everything you touch, across the inflation inputs and the maternity mechanisms and the shovel hire lines that nobody has looked at in years, requires a specific kind of commercial discipline that most people train themselves out of as they get busier and more senior. The busiest people in a commercial function are usually the ones who have the least time to question anything. So the questioning stops. The accepted position becomes the permanent position. And the question that could save a client millions goes unasked for another year. Rob’s advice for people earlier in their careers is to build the habit before seniority makes it inconvenient. “Don’t take stuff at face value. Always get a second opinion.”
Not as a bureaucratic step. As a default. As the thing you do before you sign off, before you certify, before you accept that the number in front of you is the right one just because it arrived in a spreadsheet.

What this actually requires

The inflation paper didn’t write itself. Rob spent three days on it. He did that without being asked, without knowing whether anyone would take it seriously, and without any guarantee that the client would implement what he found. That is not a description of an execution mindset. It is a description of someone who has decided that their job includes asking the question that the brief didn’t raise. Who takes the view that commercial expertise isn’t about processing what arrives on your desk accurately. It’s about noticing what should have been on your desk and wasn’t. Most commercial professionals never find their question. Not because it doesn’t exist. Because they’re too busy executing to look for it. “If you can do that and think about it, look at something, read around the subject, just try and get different views and then make up your own. That’s what makes a great QS.”
The money is in the question. It always was.

This conversation is part of Field Notes, the clearnorth. interview series. His thoughts feature in The Road to Commercial Director, which you can download free at clearnorth.co.uk/rtcd

Podcast: Own The Build

Tue, 10 Mar 2026 06:56:00 GMT

The Road to Commercial Director – What 40 Industry Leaders Taught Us

Recently, our founder Davin Dhillon appeared on the podcast The Road to Commercial Director – What 40 Leaders Learned on the Own the Build podcast with host Paul Heming .
The conversation explored the insights behind The Road to Commercial Director - a project built from interviews with more than 40 Commercial Directors and senior commercial leaders across UK construction .
What emerged from those discussions was not a polished career blueprint. Instead, it was something far more useful: the uncomfortable truth about how commercial careers actually develop in construction .

The Industry’s Promotion Problem

One theme came up repeatedly throughout the research.
Many Quantity Surveyors are promoted into leadership roles because they are technically strong , not because they have developed leadership capability.
Running a project well does not automatically translate into managing people.
Yet across the industry, technically capable QSs are often given teams and expected to “figure it out”. As Davin explained in the discussion, many professionals discover that the leap from technical expert to leader is where careers either accelerate - or stall.
It is a transition few people are prepared for.

The Middle-Career Shift That Defines Leaders

The interviews revealed a clear pattern in the careers of those who eventually reached Commercial Director level.
Early in their careers, the most successful leaders built strong technical foundations. They ran projects, dealt with difficult contracts, and experienced both success and failure.
But the real separation happened later.
The leaders who progressed learned to move beyond solving every problem themselves. They shifted towards building teams, developing people, and leading the commercial function strategically .
Those who remained focused purely on technical delivery often found themselves plateauing.

There Are No Shortcuts

Another message from the interviews was refreshingly blunt.
The people who now sit in Commercial Director roles rarely planned the journey in advance. Many “fell into” the profession and developed over years of experience.
What mattered was not the job title.
It was exposure to responsibility, mentorship from strong leaders, and a willingness to take ownership of their development.
The result is a far less glamorous story than many career narratives suggest - but a far more realistic one.

Why We Created “The Road to Commercial Director”

The goal of the project was simple.
Most people working in commercial roles never get the chance to ask senior leaders the questions that really matter:

What mistakes did you make?
What slowed you down?
What would you do differently if you started again?

Over six months, we asked those questions directly to leaders who have navigated recessions, disputes, project failures, and decades of commercial responsibility.
Their answers became The Road to Commercial Director - a practical guide for those who want to understand what the role actually demands.

A Conversation Worth Listening To

The podcast discussion explores many of the themes behind the research, including:

Why technical strength alone is not enough for leadership
The career stage where most commercial professionals get stuck
The leadership shift required to progress to Director level
What experienced Commercial Directors wish they had known earlier

If you are a Quantity Surveyor thinking about the long-term trajectory of your career, this conversation offers a rare look inside the mindset of those who have already walked the path.

Listen to the episode: Listen on Apple Podcasts

Being Right Isn’t the Job. Being Heard Is.

Fri, 06 Mar 2026 14:05:00 GMT

FIELD NOTES. REAL CONVERSATIONS. HARD LESSONS.

Rebecca Jones has spent her career doing the work properly. She came into the industry through an unusual route, via accountancy and then into commercial, building her experience methodically across sectors before going self-employed.
She lost everything in 2020 when Covid hit, rebuilt strategically by targeting water, an industry that wasn’t going anywhere, and didn’t look back. She is sharp, direct, and entirely clear-eyed about what the industry asks of women that it doesn’t ask of men.
When we ask her whether being a woman in construction has helped or hindered her career, she doesn’t hedge.
That’s the starting point. What she says next is where it gets interesting.

The tax nobody names

Most conversations about women in construction orbit around the same territory. Representation numbers. Role models. Pipeline. All of it matters. But Rebecca is talking about something more granular and more costly than any of those things. She is talking about the daily energy expenditure of operating in a room that wasn’t designed for you.
“Sometimes I have to go in and not be who I am myself, naturally, in order to get my voice heard.”
That sentence carries more weight than it might appear to on first read. It isn’t describing a dramatic incident. It’s describing a default. A mode of operating that activates every time the environment demands it, which in construction, is often. The version of herself she has to suppress isn’t the incompetent one. It isn’t the uncertain one. It’s simply the natural one, the one that would be entirely acceptable if the same person were standing in that room as a man. We have heard versions of this from other women we have spoken to across the wider Field Notes series. The same adaptation. The same energy cost. The same quiet frustration at having to be a slightly different person depending on who is in the room. It is so common that most of the women we spoke to described it almost matter-of-factly, as if it were simply part of the job. Which, in their experience, it is. The industry has a habit of treating this as a pipeline problem. Get more women in, the thinking goes, and the culture will follow. But Rebecca’s experience points at something the numbers don’t fix on their own. You can have women in the room. That doesn’t mean their voice carries the same weight when they speak.

The weight of the same words

Rebecca puts the specific problem plainly.
“I could say something, and it would be potentially disregarded, but you could have a male, same level...say it, and then they take it on board straight away.”
This isn’t an abstract complaint. It’s a description of a pattern she has lived. Same role. Same seniority. Same words. Different reception. The variable isn’t the argument. It’s the person making it. What makes this particularly sharp is that Rebecca isn’t describing junior encounters or early-career moments where inexperience might complicate things. She is describing it as a continuing reality, one that the older generation in particular hasn’t moved beyond. She is careful to make the distinction. It isn’t across the board. The younger generation, in her experience, is different. But the older cohort, the people who still hold significant influence over how projects run and how teams operate, are still running on assumptions formed decades ago. The consequence isn’t just personal. It’s commercial. When a technically sound contractual position gets disregarded because of who is delivering it, the project takes on risk it shouldn’t. When a valid challenge gets dismissed because the challenger is a woman who looks younger than her experience suggests, the decision gets made wrong. This isn’t just unfair to Rebecca. It’s a practical problem for the project.

The cost of matching the energy

Rebecca describes a specific type of encounter that crystallises the whole dynamic. A face-to-face meeting on site. A contractual dispute. Her position is correct. She knows it. And then the other person loses their temper at her.
“I’ve had it quite a few times where they’ve absolutely lost their temper at me, and I’ve had to turn around and be like, don’t even do that.”
Her response in that moment is to match the energy. To get, as she puts it, very male in her approach. It works. It holds the line. But she is honest about what it costs.
“It can be very draining.”
That’s an understatement dressed in understatement. What she is describing is the sustained effort of performing a version of professional authority that the industry recognises, because the version she would naturally bring hasn’t yet been accepted as authoritative in the same way. She has to meet aggression with something that looks enough like aggression that it registers. Not because that’s who she is. Because that’s what the room responds to. We have spoken to other senior women in this industry who have said almost exactly the same thing. The ones who refused to adapt in that way, who stayed entirely themselves in every situation, describe a different but equally exhausting experience: being talked over, having their points returned to them by a male colleague five minutes later as if newly discovered, being the person who was right but not the person who was heard. Both routes carry a toll. The industry extracts it regardless of which path you take.

The flip, and what it reveals

Here is where Rebecca’s experience gets genuinely instructive, and where the article’s argument sharpens. Because the story doesn’t end with the aggression. It ends with something the industry should sit with.
“Once the penny drops they’re like, 'oh, actually.' Then that’s it...we’ve got the best relationship going. But to get to that point, it’s so much harder.”
Read that carefully. The relationship she earns, once she has proved herself, is better than the one a male counterpart would have started with. The respect, when it arrives, is real. But she had to travel a longer road to reach the same destination, starting from a deficit that had nothing to do with her ability and everything to do with assumptions made before she opened her mouth. This is the hidden cost the industry doesn’t account for. The best practitioners, the people who know the contract, hold the line, and don’t crumble under pressure, those are exactly the people you want on your projects. Rebecca is one of them. But the industry’s default settings mean they spend a portion of their energy simply establishing the right to be taken seriously. Energy that should be going into the work.

What holding the line actually requires

Rebecca’s advice for people five years behind her comes back to the contract. Stick to it. Don’t crumble under pressure. Don’t let the contractor know they can push you.
“I see it all too many times where people crumble under the pressure and then cave. The contractor knows they can then get away with stuff...then it opens the floodgates.”
This is advice for everyone. But for women in the specific situations she is describing, holding the contractual line carries an additional dimension. It isn’t just commercially necessary. It is also the primary vehicle through which credibility gets established. Every time Rebecca stood her ground, contractually correct and unshakeable, and was eventually proved right, she was making a deposit in a credibility account that the industry had started in deficit. That’s a structural problem, not a personal one. But it has a personal resolution. And Rebecca’s resolution has been consistent throughout her career. Know the contract. Be correct. Don’t move. The people who work with her eventually understand what they’ve got. The problem is the industry keeps making women prove it from scratch.

The industry’s blind spot

Construction is losing something it hasn’t properly named yet. Not women in general, though the numbers remain poor. It’s losing the energy of the women who are already there, quietly spending more of themselves than they should have to just to reach the starting line their male colleagues got handed. Rebecca didn’t tell us this was a crisis. She told us it was tiring. That restraint is itself revealing. She has made her peace with the extra distance. She’s done the work, held the line, built the relationships. She’s fine. But fine isn’t the same as fair. And the industry, if it wants the best commercial professionals in its most important roles, regardless of who they are and what they look like, needs to stop making the journey longer for some people than for others for no reason that has anything to do with the job.

It doesn’t have to be this way

Rebecca is clear that the experiences she has described are not her current ones. She’s in a role now where none of that is required. She is heard. She is respected. She is seen as herself, not filtered through assumptions about who she is or what she can do. She describes it as refreshing, which is a word that says a lot about how rare it still is. It’s a placement clearnorth. made, and one she says she’s genuinely grateful for.
“I wish all companies in construction were like this.”
That sentence matters. Because the point of this article isn’t that the industry is beyond repair. It’s that the gap between the organisations that have moved on and those still operating on thirty-year-old assumptions is visible, measurable, and costly. It shows up in who stays, who leaves, and whose best thinking actually reaches the decisions that matter. The future-minded companies already know this. The ones still living in the past are paying for it, whether they can see the cost on a spreadsheet or not. Finding the right organisation matters. It always did. But more companies need to become the kind of place worth finding.
Being right, it turns out, is only half the work. The other half is building an environment where being right is enough.

This conversation is part of Field Notes, the clearnorth. interview series. Her thoughts feature in The Road to Commercial Director, which you can download free at clearnorth.co.uk/rtcd

The 2026 QS forecast

Wed, 05 Nov 2025 10:48:00 GMT

The 2026 QS forecast: where the market’s going; and how to stay ahead

The QS world is changing fast. Rates, demand, project pipelines, all shifting at once.

But most Quantity Surveyors are still making career decisions based on 2023 data.

Our new report, The 2026 QS Forecast , lifts the lid on what’s coming next, and what it means for your career over the next 18 months.

�55357;�56393; Download it here: clearnorth.co.uk/the-2026-QS-forecast

The market has moved, quietly

You might not feel it day-to-day, but the landscape is already different:

Regional rates are diverging.
Permanent salaries are catching up to freelance.
Major contractors are locking in talent earlier to protect delivery.

If you’re not tracking these shifts, you risk getting caught in a flat spot; same workload, same pay, less leverage.

The forecast shows exactly where the movement is happening , and how top-tier QS's are positioning themselves to benefit.

What you’ll find inside

�55357;�56520; Where the money’s moving: regional rate forecasts and sector hot-spots.
�55358;�56817; Who’s hiring (and why) : which projects are still growing, and where stability sits.
�55357;�56577; Freelance vs perm : how the balance is shifting, and what that means for security.
⚠️ Career risk signals : early indicators your current setup might be under pressure.
�55358;�56813; Strategic next steps :practical ways to future-proof your value before the market tightens.

This isn’t a job board report. It’s intelligence.

Built for people who take their career as seriously as the projects they deliver.

Why this matters now

By mid-2026, the commercial landscape will look nothing like it does today.

QS's who prepare now; who understand where demand, rates and stability are heading, will have more control, more choice, and stronger negotiation power.

Those who don’t?

They’ll be reacting to someone else’s plan.

Stay ready, not reactive

The best careers aren’t built on luck. They’re built on clarity; knowing what’s next and how to use it.

The 2026 QS Forecast gives you that clarity.

Read it before the market catches up.

�55357;�56393; Download the full guide: https://www.clearnorth.co.uk/the-2026-QS-forecast

clearnorth. The QS People.

Trusted insight. Clear direction. Career moves that last.

The QS guide to utilities in the North West

Mon, 13 Oct 2025 11:57:00 GMT

The real opportunity isn’t above ground; it’s under your feet.

The UK utilities sector is on the edge of a once-in-a-generation boom. AMP8 alone is unleashing £70bn of investment into water, energy, and carbon infrastructure, and the North West is at the centre of it.
But here’s the thing: most Quantity Surveyors are still sleeping on utilities.
They think it’s too niche, too technical, or too slow.
Meanwhile, the sharp ones are already locking in long-term, high-value roles on projects that will reshape how the UK is powered and supplied.
This free guide cuts through the noise and tells it how it is; no corporate fluff, no recruiter spin.

Inside the guide

You’ll find:

Where the work really is: the landmark projects fuelling AMP8 across the North West.
What’s changing: how carbon, digital twins, and NEC4 are rewriting commercial delivery.
Salary forecasts: the numbers, the trends, and a few uncomfortable truths about what’s driving them.
Career moves that matter: routes in, pathways up, and how to stay visible when everyone else is scrambling.
Hidden opportunities: from renewables to data centres — where utilities experience opens new doors.

It’s a straight-talking roadmap for QS's who don’t just want to watch the market move; they want to be ahead of it.

Why it’s worth your download

If you’re a QS in civils, infrastructure, or commercial build, this guide will show you:

How to pivot into utilities without starting from scratch.
The skills clients actually value in 2026.
Why being ScopeReady now means you won’t be chasing job boards later.

Get your copy

�55357;�56393; Download The QS Guide to Utilities in the North West
Be the first to see where the work’s heading, and how to get there before everyone else does.

HMRC just called its own IR35 tool irrelevant - what that means for you

Tue, 07 Oct 2025 15:18:00 GMT

Sometimes the taxman roars. But sometimes he undercuts his own roar; and you should pay attention.

In a recent tribunal dispute, HMRC’s legal team tried to have evidence based on its own IR35 tool, CEST , struck out, calling it “irrelevant.” ( Contractor Calculator )
That’s not a rhetorical flourish. It’s a legal admission that even HMRC does not (or cannot) fully trust CEST.
So, if the state won’t stand by its own tool, why should contractors, clients, or agencies?

The myth of “certainty” via CEST
When CEST launched, it was promoted as a path to clarity. Use it, get your “outside IR35” or “inside IR35” result, and move on, or so the thinking went.
But tribunal decisions keep proving that CEST doesn’t stand up to scrutiny:

In one key tribunal, HMRC’s counsel stated that “the form, content and application of CEST … is irrelevant to the issues to be determined by the Tribunal.” ( Gunnercooke )
CEST has been overruled in multiple cases, with judges instead applying established case law on employment status. ( Goqdos )
Critics highlight that CEST fails to fully consider mutuality of obligation and working practice nuances. ( Fairford Tax Consulting )
Even HMRC’s own audit shows the tool produced different results to tribunal findings in several cases. ( HMRC )

In short, CEST can guide, but it cannot protect. It carries no legal authority, isn’t statutory, and remains non-binding.

The tax bills that tried to hide behind CEST
The numbers speak for themselves.
Public sector bodies that relied on CEST have collectively faced £263 million+ in tax bills, despite using the tool with HMRC support. ( Gunnercooke )
Here’s the breakdown:

HM Courts & Tribunals Service: £13M
Department for Work and Pensions: £88M
Home Office: £29.5M + £4M
DEFRA: £86.5M
Ministry of Justice: £72.1M + £15M

Each of these departments applied CEST, documented their determinations, and still lost. When the results were challenged, the tribunals focused on facts and contracts, not CEST outcomes.
That’s the takeaway: when it matters most, CEST won’t stand up in court, and HMRC won’t stand by it.

The case for insurance-backed protection
Given the evidence, contractors and organisations need more than a tick-box tool.
Here’s what a safer approach looks like:

Combine tools with legal review. Use CEST if you wish but always supplement it with independent assessment and professional advice.
Document your reasoning. Keep written records of working practices, supervision, and control; they’re your defence if HMRC challenges your status.
Consider IR35 insurance. Services like Kingsbridge’s IR35 Protect cover both legal defence and tax liability, protecting all parties in the chain.
Stay current. IR35 case law evolves. What was compliant in 2022 may not pass in 2025. Regular audits keep your risk low.

You don’t buy peace of mind from a government website. You build it through proactive risk management.

The 2025 small company exemption; a quiet shift with big implications
From 6 April 2025 , the thresholds for a company to qualify as small - and therefore be exempt from off-payroll IR35 responsibilities - are rising:

Turnover not more than £15 million (up from £10.2 million)
Balance sheet total not more than £7.5 million (up from £5.1 million)
Average number of employees 50 or fewer (unchanged)
( ICAEW )

To qualify, a business must meet at least two of these criteria for two consecutive financial years . That means for most, the earliest real change will take effect from April 2027 .
( Contractor UK )
Around 14,000 companies are expected to regain exemption; a significant number, but not a licence to relax. The underlying IR35 principles still apply to contractors themselves.

What to do next
If you’ve been relying solely on CEST, now’s the time to review your approach.
Here’s your next-step checklist:

Review which clients could soon qualify as small under the new rules.
Audit engagements where CEST was the only assessment method.
Adopt a multi-factor IR35 process with documented legal reasoning.
Put insurance in place for potential HMRC challenges.
Educate teams and clients on the limits of CEST and the implications of tribunal rulings.

CEST was sold as a certainty.
But when even HMRC calls it “irrelevant,” it’s time to rethink what compliance really means.
Real protection doesn’t come from ticking boxes.
It comes from clarity, evidence, and preparation.

Responsibility up. Reward... not so much.

Tue, 07 Oct 2025 13:02:00 GMT

As commercial professionals move up the ladder, something familiar happens.

Seniority grows.
Responsibility piles on.
Stress levels rise.

But the reward?
It doesn’t always keep pace.

Tax thresholds close in. Pay rises feel smaller after deductions. And for many Quantity Surveyors, the extra workload starts to feel less like progression, and more like a penalty.

So it’s no surprise that more are asking:
Why climb higher when freelance offers freedom, focus, and a fairer take-home?

The quiet cap on motivation

According to HMRC data, the 40% higher-rate tax band now begins at £50,270 , unchanged since 2021 (HMRC, 2024). Inflation and pay progression have quietly pulled more professionals into higher tax brackets, a phenomenon economists call fiscal drag.

The result? You earn more, but you don’t keep more.

With inflation still above the 2% target (ONS, 2025), real wages for many mid- to senior-level professionals have gone backwards. That’s why the question is shifting from “How do I move up?” to “Is there a smarter way sideways?”

Why today’s market is built for freelancers

Freelance Quantity Surveyors are in the right place at the right time.

Project demand remains high across infrastructure, civils, and build sectors, but permanent headcount growth has slowed as firms protect costs. The gap is being filled by short-term, high-value freelance support.

Reports from Turner & Townsend and RICS Construction Market Survey both highlight the same trend:

Delays and funding pressure have made project pipelines unpredictable.
Contractors are scaling delivery capacity up and down in real time.
Freelance specialists are now the go-to solution for commercial control.

Put simply: projects need capability now,not six months from now.

That’s why freelance QS's are thriving.

Short scopes.
Flexible commitments.
Immediate commercial impact, without the long-term overhead.

The money gap is widening

Permanent QS salaries are struggling to keep up with inflation. The latest RICS / Hays Construction & Property Salary Guide (2024) showed average salary growth of 3–4% , while CPI inflation averaged 5–6% over the same period (ONS, 2025).

Meanwhile, freelance QS's are billing £350–£500+ per day , depending on region, sector, and experience (ContractorUK Market Rates, 2025).

That equates to £90k–£120k annually, with greater flexibility and autonomy.

When you operate as a business, you control the levers :

Which projects you take on
How you structure your week
How quickly you grow your rate

In other words, you’re rewarded for output, not seniority.

Freelance confidence in a cautious market

Yes, confidence and funding remain shaky.
But that’s exactly why the freelance model works.

Businesses are reluctant to expand payroll, but they still need delivery capability.

Freelancers provide commercial expertise without long-term risk, and that agility is now a selling point, not a compromise.

For Quantity Surveyors with experience, reputation, and delivery consistency, the market is wide open.

Choosing yourself

If your career strategy depends on pay review cycles or waiting for someone to retire, you’re leaving money on the table.

The best in the market aren’t waiting to be chosen.
They’re choosing themselves, building a business around their expertise, not a job title.

In a world where responsibility rises faster than reward, freelancing isn’t an escape.
It’s a recalibration.

Freedom, focus, and fair value.

That’s what today’s commercial professionals are optimising for.

Sources

HMRC, Income Tax Rates and Allowances 2024–25 — gov.uk
Office for National Statistics, Inflation and Price Indices, March 2025 — ons.gov.uk
RICS / Hays, Construction & Property Salary Guide 2024 — rics.org
Turner & Townsend, UK Market Intelligence Report 2025 — turnerandtownsend.com
ContractorUK, Freelance Market Rates 2025 — contractoruk.com

Trade vs degree - which background sets you up for success in commercial roles?

Tue, 07 Oct 2025 12:42:00 GMT

If you asked 100 Quantity Surveyors how they got their start, you’d get two very different stories.

Some began on site; boots on, clipboard in hand, learning the numbers from the ground up.

Others came straight out of university; fluent in theory, fluent in Excel, but lighter on real-world context.

Both routes produce good QS's. But which gives you the edge?

What the market says

In a recent LinkedIn poll, 89% of respondents said a trade or site background gives a stronger foundation for commercial roles. Only 11% favoured the graduate-only route .

That split isn’t just opinion; it reflects what employers keep telling us.

QS's with site experience tend to:

Communicate more confidently with project teams
Read drawings faster and spot risks earlier
Understand where costs actually come from
Handle conflict and negotiation more effectively

Those things translate directly to profit protection and risk control the two metrics that matter most in any commercial function.

What we’re seeing in the market

At our recent CLIC events , one pattern stood out:

The younger generation of QS's, often university-trained, are struggling with confidence in live project settings.

Many aren’t comfortable picking up the phone to chase variations or resolve disputes. Meanwhile, commercial managers are stretched thin, with limited capacity to coach or mentor.

The result? Good theory, but slower development.

And in a freelance-heavy market where clients pay for immediate value, that gap shows quickly.

The freelance vs permanent reality

For permanent QS's , a strong employer structure can bridge the gap. With clear progression plans, mentoring, and exposure to client-side interaction, university entrants can grow fast.

For freelancers , it’s different.

The expectation is impact from day one.
Freelance QS's with trade backgrounds often adapt faster because they’ve seen the practical side; they know how a decision on paper plays out on site.

That’s why many freelance clients tell us they prefer QS's who’ve “come up through the tools.” It’s not snobbery, it’s commercial confidence. In freelance work, every delay, dispute, or misstep is money lost.

Practical experience helps prevent that.

The real issue: background or support?

But here’s the bigger question:

Is this really about background, or about how we develop new talent ?

We can’t change someone’s starting point. What we can change is how we prepare and support them once they’re in.

Structured mentoring. Shadowing. Exposure to real commercial conversations early, not just spreadsheets.

When that happens, the gap between trade and graduate routes narrows fast.

What this means for employers and QS's

For employers:
Don’t just hire on background. Hire on learning agility, then build the framework to turn potential into performance.

For QS's:
If you’re from a trade route, back your practical edge — but keep building your commercial theory.
If you’re from a university route, get closer to site and stay curious about how costs behave in the real world.

The strongest QS's blend both: hands-on understanding with commercial sharpness.

The clearnorth view

Background gives you a head start.
Support turns it into long-term value.

That’s the real differentiator between QS's who manage costs and QS's who drive projects forward.

clearnorth.
The QS People.

The definitive 2025 employer guide to hiring freelance Quantity Surveyors

Wed, 01 Oct 2025 15:04:00 GMT

Download your guide now:

Freelance isn’t a stop-gap anymore. It’s the sharpest way to bring commercial value into your projects without long-term cost or delay.
This guide shows employers how to get it right, and why the old hiring model no longer works.
Inside, you’ll find:

Why freelance QS’s matter in 2025: speed, agility, and sharper delivery
The cost argument : why freelance isn’t more expensive once you factor the true numbers
Stereotypes debunked : reliability, commitment, and why demand is higher than ever
IR35 clarity : practical steps to stay compliant without the chaos
How to onboard & manage freelancers : proven methods to get results fast
Trusted partners : who to lean on to remove risk and save time

If you’re still relying only on permanent hires, you’re playing catch-up. Freelance is the model forward-thinking contractors are already using to reduce risk and deliver results.
�55357;�56393; Access the guide here now.

The Midlands ultimate QS handbook 2025

Wed, 01 Oct 2025 14:56:00 GMT

Download your guide now:

The Midlands QS market is noisy, fast-moving, and high-stakes.
Salaries are shifting, projects are ramping up, and employers are changing what they want from Quantity Surveyors.
This handbook cuts through the noise. Inside, you’ll find:

Current market position : where QS demand is rising, and where it’s stalling
Salary benchmarks : 2025 averages with projections through to 2027
Upcoming projects : including major infrastructure and landmark builds to watch
The rise of AI : how it’s reshaping QS roles and skills
Employer trends : what companies are really looking for in 2025
Red flags: signals to avoid the wrong move
Mindset shifts : how leading QS's are staying sharp, focused, and ahead

Whether you’re hiring or planning your next career move, this is the clearest picture of the Midlands QS landscape you’ll see this year.
�55357;�56393; Get your copy by submitting your details here

The QS guide to M&E in the Midlands

Wed, 01 Oct 2025 12:32:00 GMT

Download it for free today:

The Midlands M&E market is shifting fast. Demand is climbing, costs are moving, and QS talent is being stretched.
Most companies are reacting too late, and it’s costing them.
That’s why we pulled the data, spoke to the market, and built this guide. Inside you’ll find:

Market trends shaping M&E projects across the region
Salary and demand insights for Quantity Surveyors in M&E
Risks to watch out for if you’re hiring or planning projects
Opportunities for companies and QSs who move first

This isn’t guesswork. It’s the sharpest snapshot of the Midlands M&E landscape you’ll see this year, and it could save you time, money, and risk on your next move.
�55357;�56393; Access the guide now by submitting your details here

The fastest way to lose your best QS

Mon, 11 Aug 2025 12:58:00 GMT

"The modern QS role is like a game of whack-a-mole."

I've spoken with a lot of QS's this year from a whole plethera of different sectors, but there was definitely a common theme:
A lot feel that the modern QS role is designed like a game of whack-a-mole.

One QS. One project. No support.

They’re expected to carry the full commercial function - with little to no support.
Cost planning. Procurement. Valuations. Subcontractor queries. Client meetings. Payment notices. Variations. Disputes. CVRs. Forecasts. Closeout. The list goes on.
The thing is, they’re not short of ability. They’re short of breathing space. They feel constantly pulled in six directions at once, and for good reason.
Emails, site-walks, client calls, late revisions to the BoQ… it’s not a lack of structure, it’s a lack of support. The work comes in all at once, from all directions.
You clear one urgent issue and three more pop up before you’ve even sat down, via every single channel; email, phone, Teams, someone knocking on the site office door.
And because every task is urgent, none of them get the time they truly deserve. That constant switching isn’t a skill gap, it’s a system gap.

Here’s how it will play out:

Errors will start to creep in.
No second pair of hands = every urgent task lands on them, and they inevitablt start to drown. Things start getting missed or overlooked.
Work runs late into evenings. Family life becomes impacted, and their mental health deteriorates.
That’s when CV's start circulating. And by the time anyone notices, it’s too late.
They’re burnt out, they feel unseen, unheard, and unappreciated.

Now you’re left with:

The hardest role to fill in construction, especially mid-project.
A bumpy handover (if you’re lucky enough to get one)
Internal costs overruning
Damage to your business's reputation
Even more pressure on you and the existing team

The phrase 'hamster wheel' comes to mind, because in these conditions, your replacement QS will shortly be drafting their notice and following suit. And on the wheel turns.

The business cost of one person carrying too much?

Say goodbye to your margin made on that project they were handling.
Clients get nervous and then your reputation is on the line.
If you were lucky enough to get a handover, data gets lost and you end up paying twice not just in money, but time as well.
If the market hears you’re struggling, other QS's will avoid you.
This isn’t about capability.
It’s about capacity.
When the role is designed like whack-a-mole, with every task treated as urgent, the QS is always forced into survival mode, not strategic delivery.
That’s when you lose your best people.
Not because they can’t handle the work, but because the setup made it impossible to do the work well.

Electricity North West: Built a Full QS Team in 3 Months

Fri, 13 Jun 2025 13:52:00 GMT

The Situation
A Commercial Manager from Electricity Northwest at one of the UK’s biggest utilities companies was stuck. Instead of leading, he was drowning in QS work — picking up the slack from unfilled roles. Hiring had fallen off the radar because he didn’t have time to give it the energy it needed. Without change, he’d stay trapped in delivery mode, not leadership.

What We Saw
The issue wasn’t sourcing. It was structure. Like many, they were relying on traditional channels — CVs from job boards, recycled agency lists — but without strategic oversight or bandwidth to do it properly. What they missed was that the best QSs weren’t applying. They were passive — not job-hunting, not on the market, and not replying to cold outreach. To access them, you need a system that earns trust, not noise.

What We Did Differently
The Commercial Manager came to one of our commercial leadership events. No pitch. Just strategy. He saw what was missing. Internal recruitment and TA teams couldn’t reach the passive market — we could. More importantly, he understood the upside. Passive candidates aren’t desperate. They’re in-demand professionals who only move for the right reason, not just the right rate. That’s who he needed. We didn’t take a wish list. We challenged his assumptions, reframed what mattered, and gave him the system to land people with the right mindset. Even when his gut said play safe, he backed the process. He followed through: coffees before start dates, social invites, structured onboarding. He didn’t just get hires — he built buy-in.

The Result
Five passive Quantity Surveyors hired in three months. No noise. No churn. Just results. He had speed, confidence, and a process he could trust. And now? We’re onto round two.

Client Voice (Paraphrased)
“I could’ve fought over the same QSs as everyone else. Instead, I trusted clearnorth and the process. The proof’s in the pudding.”

What This Proves
Any firm can spray CVs. We build teams. This case proves what happens when a client leans into our model, not the market’s chaos. The best hires aren’t looking. They’re listening — if you know how to speak their language. And we don’t exist to take orders. We exist to guide.

Sigma Retail Solutions: Hired a Niche M&E QS with Zero Market Noise

Fri, 13 Jun 2025 12:02:00 GMT

The Situation
Sigma Retail Solutions, a Yorkshire-based subcontractor in the retail fit-out and M&E space, needed to hire a Quantity Surveyor with specific M&E expertise. The problem? M&E QSs are a rare breed. Most aren’t actively looking and won’t engage with job ads or cold outreach. Despite advertising across LinkedIn and job boards, and using multiple agencies, Sigma couldn’t get traction. The risk was clear: a critical hire stalling project delivery.

What We Saw
Sigma’s approach was reliant on visibility — assuming the right QS would see their advert or respond to agency noise. But in M&E, the good people aren’t looking. What was really missing was access. The type of candidate they needed had to be approached with context, timing, and trust. We knew the problem wasn’t the role. It was the channel.

What We Did Differently
We started with a Navigation Meeting. No roles, no CVs — just straight-up market truth. We walked Sigma through current trends in QS hiring, what was driving rejection rates, and how the passive market was behaving. Then we activated our pipeline — built over months of candidate conversations. This wasn’t LinkedIn outreach. It was a call to someone who already trusted us.

The Result
Sigma filled their M&E QS role with someone who understood the business, aligned with the culture, and was excited to join. Both sides went in with eyes open and expectations aligned. No surprises. Just the right fit.

Client Voice
“We’ve used clearnorth for a couple of roles, and they’ve been filled with candidates we’d have never had access to otherwise.”

What This Proves
Niche hires don’t respond to noise. They respond to trust. If you haven’t been building the pipeline before the role goes live, you’re already behind. clearnorth wins because we don’t chase candidates.

We advise them — long before they move

SES Engineering: 10+ Critical Hires, No Stress Left Behind

Thu, 12 Jun 2025 15:59:00 GMT

The Situation

SES Engineering, a major MEP contractor operating across the Midlands and North, was under pressure. With projects ranging from £4m to over £100m—including high-security builds—they needed over ten commercial hires across multiple sites. Chris, the Commercial Director, had exhausted job ads, PSLs, and HR support over 12 months. Nothing stuck. Either the CVs were irrelevant, or there were none at all. The risk? Team burnout, commercial gaps, and delayed delivery.

What We Saw

They weren’t just missing candidates—they were missing a strategy. No one had sat down with Chris to challenge the status quo or map the real market. Their ads were generic. PSLs were rinsing the same shallow pool. And the brief? Too loose to land the right people. They were blind to the passive market—and unaware how tight coordination and insight could change the game.

What We Did Differently

We started with a proper NORTH process, from navigation insight to full brief recalibration. We met with hiring managers, not just HR. We locked in weekly (sometimes daily) comms. We didn’t chase CVs—we built a pipeline with intelligence, urgency, and care. Chris trusted us to run it right, and we delivered fast, with feedback loops that let us course-correct in real-time.

The Result

We filled over 10 commercial roles, including two Commercial Managers and a Commercial Director—mix of perm and freelance. All in under four months. No gaps. No guesswork. The commercial teams are now fully staffed, engaged, and speaking with us weekly to stay ahead of the curve.

Client Voice

“They put their money where their mouth is. Others talked. clearnorth delivered. Took a huge weight off—and I’ve already told others at SES to work with them.”

What This Proves

If you want results, not resumes, clearnorth is the difference. We don’t chase noise—we build structure. When clients engage properly, we don’t just fill roles. We fix stress.

2024 QS Salary Guide: What You Need to Know About the Most Competitive Market Yet

Tue, 07 Jan 2025 14:09:00 GMT

Categories: Career , Hiring , Industry

Introduction: A Market Like No Other
The Quantity Surveying (QS) profession is at a tipping point. Salaries are climbing, demand is surging, and the skills gap is widening faster than ever before. For professionals and employers alike, understanding these shifts is critical to staying ahead.
At clearnorth, we’ve compiled the 2024 QS Salary Guide , drawing on exclusive data from real placements, industry events, candidate trends, and market polling. This is more than just numbers—it’s a roadmap to navigating the most competitive market in UK construction.
Here’s a glimpse of what’s inside.
The Numbers That Stand Out
It’s no surprise that salaries are on the rise, but some of the increases may shock you.
For example:
• Assistant QS salaries in London are now £7,500 higher than those in Wales.
• Commercial Managers in the South-East earn £10,000 more than their counterparts in the North.
But that’s just the surface. How do salaries look for Senior QS roles? What regions are seeing the fastest growth? The guide holds the answers.
Demand Like Never Before
The sheer volume of QS roles advertised in 2024 is staggering—over 42,000 positions across the UK. This represents an 18% increase from just two years ago.
But here’s the thing: only 1,500 graduates enter the profession each year. When you combine this with the fact that the average age of a Chartered QS is now 55 , the supply-and-demand imbalance becomes impossible to ignore.
These trends have profound implications for salaries, recruitment strategies, and career decisions. Are you prepared?
What’s Driving These Changes?
The QS market is being reshaped by a perfect storm of factors:
• Counteroffers have risen sharply, with employers offering up to 20% salary increases to retain staff.
• The expectation of flexible working has become non-negotiable, especially for younger professionals.
• Specialised skills in areas like Mechanical and Electrical (M&E) are commanding premium salaries.
How will these trends evolve in 2024 and beyond? And what do they mean for you? The guide dives into these questions—and more.
Why You Need This Guide
Whether you’re an employer looking to attract top talent or a candidate planning your next career move, the 2024 QS Salary Guide is your go-to resource. Here’s what you’ll find:
• Salary Benchmarks : Detailed breakdowns by role and region, from Assistant QS to Director.
• Market Trends : Insights into the forces driving salary changes and demand.
• Actionable Strategies : Advice for retaining, attracting, and negotiating effectively.
But don’t just take our word for it—see the data for yourself.
Don’t Get Left Behind
The QS market is evolving rapidly, and staying informed has never been more important. Are you paying—or being paid—what you’re worth? Are you prepared for what’s coming next?
The answers are in the 2024 QS Salary Guide .
�55357;�56393; Download the guide here
This is more than just a salary survey. It’s a tool to help you navigate the most competitive market in UK construction.
Closing Note
At clearnorth, we’re embedded in the QS profession every single day. Our insights come directly from the frontline of recruitment, offering a unique perspective on the trends shaping the industry.
Download the guide today and take the first step towards making smarter decisions in 2024.

Quantity Surveyors: Officially The Most in Demand in Construction

Mon, 25 Nov 2024 14:32:00 GMT

Categories: Hiring

Quantity Surveyors: The Most Sought-After Professionals in Construction
The numbers are staggering. Early data had suggested that the total number of Quantity Surveyor roles advertised across all levels was around 25,000 . However, updated figures now reveal the true scale of the demand: 42,959 roles advertised over the past year on CV-Library alone.
Ready for it - that's 118 new Quantity Surveyor job ads fighting for attention every day
To put this into perspective, the next highest role, Site Manager, had 24,038 job ads —a difference of nearly 19,000 postings . This makes Quantity Surveyors the most sought-after professionals in the entire construction industry by a long, long way.
" Quantity Surveyors not only lead the market in job postings but also underperform significantly in attracting applications and views ."
This isn’t just about statistics; it’s about the vital role Quantity Surveyors play. The right QS is the backbone of any project, driving cost control, financial accuracy, and project delivery. Without them, deadlines are missed, budgets spiral, and client relationships falter. Quantity Surveyors aren’t just in demand—they’re essential . And the competition for their expertise has never been fiercer.

The True Scale of Demand
What’s even more alarming is that this data reflects only one job board —CV-Library. There are countless other platforms, job aggregators, and recruiters advertising for QS roles. The true number of opportunities is almost certainly far higher, which underscores the sheer scale of the shortage.
However, relying on job ads as a major part of your strategy has become a redundant strategy . The reality is that most recruitment methods, including those employed by internal recruiters and even traditional construction recruitment agencies,

lean heavily on job boards to source candidates. In today’s market, that’s simply not enough. Job ads are saturated, passive candidates aren’t engaging with them, and businesses relying solely on these channels are finding themselves left behind.
Candidates: Power Comes with Responsibility
If you’re a Quantity Surveyor, you’re in the driver’s seat. The high demand for your skills gives you unprecedented power to choose your next role carefully. However, with this power comes responsibility. The intense competition for QS talent means companies are pulling out all the stops to attract candidates—sometimes making promises they can’t keep. It’s crucial for you to stay cautious.
Now, more than ever, you must focus on finding opportunities that genuinely align with your long-term career aspirations. Here’s how to navigate this competitive market:
• Work with a Specialist Recruiter : Build a relationship with a recruiter who operates in an executive search capacity. These recruiters have access to opportunities you won’t find elsewhere and can help you identify roles that truly support your goals.
• Do Your Research : Don’t just rely on the job description or interview promises. Speak to ex-colleagues or others in your network who’ve worked at the company to get an honest view of its culture, leadership, and future prospects.
• Ask the Right Questions : During interviews, dig deeper into the company’s long-term vision, career development plans, and how they invest in their employees. Make sure the role isn’t just a good fit now but will support your career in the years to come.
Clients: Rethink Your Recruitment Strategy
For companies planning to hire Quantity Surveyors in 2025, the message is clear: the old ways of recruiting no longer work . Job boards are oversaturated, and traditional recruitment methods fall short in reaching passive candidates—the talent that isn’t actively searching but would move for the right opportunity. To stand out in this competitive market, you need to embrace innovative strategies.

"Internal recruiters and even traditional construction recruitment agencies, lean heavily on job boards to source candidates."

Here’s what businesses can do to attract and retain top QS talent:
• Invest in Executive Search : Partnering with a recruiter who operates in an executive search capacity will help you access the passive candidate market. These professionals don’t apply to job ads—they need to be approached directly with tailored opportunities.

approached directly with tailored opportunities.
• Offer Referral Bonuses : Your existing employees are a valuable resource. Offering referral bonuses for employees who can connect you with a talented QS is a strong way to attract passive candidates and leverage your team’s network.
• Build Long-Term Relationships : Recruiting the right QS isn’t just about filling a vacancy—it’s about finding someone who aligns with your company’s values and long-term vision. Build relationships with potential candidates, even if they aren’t ready to move immediately.
• Focus on Retention : With so many opportunities available, retaining your current QS team is as important as attracting new talent. Ensure competitive salaries, clear career progression, and a culture that makes them want to stay.
The Way Forward
The Quantity Surveyor market has shifted dramatically. The power lies with the candidates, and businesses must adapt to this reality. Whether you’re a candidate or a company, the key is to focus on long-term relationships, transparency, and alignment with goals. For candidates, it’s about finding roles that truly support their ambitions. For companies, it’s about stepping away from outdated recruitment methods and embracing strategies that actively engage the best talent.
The demand for Quantity Surveyors is staggering—and it’s not slowing down. The question is, are you prepared to navigate this new reality?

Should Personality Reign Supreme in Your QS Hiring Decisions?

Thu, 17 Oct 2024 14:36:00 GMT

Categories: Hiring

In the competitive landscape of Quantity Surveying, when hiring, we find the focus often lies on technical skills and experience.

It’s easy to be swayed by a candidate’s impressive CV, one that lists all the right qualifications, technical skills, and relevant sector experience.

However, a candidate’s personality and cultural fit within the team can be even more critical to long-term success. So, when faced with the dilemma of choosing between a technically perfect QS and one who may lack specific experience but exhibits the right attitude and motivation, which one should you select?

The Case for Personality Over Credentials

A QS may check all the boxes on paper, possessing the ideal technical skills and industry experience. However, if their personality clashes with the team dynamics or company culture, their potential contributions may be stifled. We have seen it before.

Team cohesion, communication styles, and shared values play a significant role in a team’s overall effectiveness. A person who brings positive energy, a willingness to collaborate, and an eagerness to learn can often uplift the entire team, creating an environment that fosters innovation and productivity.

A candidate who, while lacking the specific sector experience you may be after, is genuinely keen, motivated, and energised to learn. This individual may not have the same level of expertise as their counterpart, but their enthusiasm and drive can be contagious. They’ll likely adapt quickly, embrace challenges, and actively seek out opportunities for growth. Their positive attitude can enhance team morale, leading to increased collaboration and a more engaged work environment.

Making the Choice

When faced with this choice, it’s essential to consider your team’s immediate needs and long-term commercial goals. If the role requires someone who can hit the ground running, a technically skilled quantity surveyor may seem like the obvious choice. However, if your team is open to training and development, opting for the candidate with the right personality a larger pool of candidates can be considered and may lead to greater rewards down the line.

Moreover, investing in a motivated individual who is eager to learn can cultivate loyalty and foster a deeper commitment to the company. This candidate may become a valuable asset over time, developing the necessary skills while aligning closely with your organisational values and culture.

Ultimately, the decision comes down to the specific dynamics of your team and organisation. While technical skills and experience are undoubtedly important, personality should reign supreme when it comes to selecting candidates. A motivated and eager candidate may very well be the key to not only filling a role but also enriching your team’s culture and driving long-term success. Emphasising personality in your hiring process can lead to more cohesive teams, increased engagement, and a thriving workplace environment. After all, when it comes to building a successful team, personality truly is king.

The Hidden Power of Passive Candidates: A Deeper Dive

Tue, 15 Oct 2024 14:40:00 GMT

Categories: Hiring

So, What Exactly is a Passive Candidate?
If you've ever thought, "I'd be open to a new role if the right opportunity came along," then you've experienced the power of passive candidacy.
A passive candidate is someone who isn't out there seeking or applying for a new job but could be open to the idea. Unlike job seekers who are actively on the hunt for their next role, passive candidates are typically content with their current situation but could be persuaded to make a move if presented with the right opportunity, at the right time, and in the right way.
Most commercial leads and QSs feel the same. We have conversations daily with candidates who are quite happy in their current positions but as conversations progress and relationships build, a discussion of a dream role will often reveal hidden aspirations or interests that they may not have considered before. As we explore their goals and values, it becomes clear that even those who are content in their current roles can be swayed by the question, If this role was presented to them tomorrow/next week/next month? Would they be interested? The answer is usually, YES!
Why should you seek out Passive Candidates?

Hidden Gems : Passive candidates often possess unique skills and experiences that might not be readily apparent in active job seekers. They might have specialised knowledge, industry expertise, or a particular skill set that's difficult to find in the traditional job market.
Loyalty : Candidates who are approached for a role they're genuinely interested in are more likely to be loyal and committed employees. They're less likely to be job-hopping and more likely to stay with the company long-term.
Reduced Cost : Recruiting passive candidates can sometimes be less expensive than traditional job searches. You can avoid the costs associated with job postings, candidate screening, and interviews. Additionally, passive candidates are often referred by current employees, which can reduce the need for external recruitment agencies.

How to Reach Passive Candidates

Leverage Your Network : Your personal and professional connections can be invaluable in identifying potential passive candidates. Reach out to your current employees, former colleagues, and industry contacts to see if they know anyone who might be interested in a new opportunity.
Utilise Social Media : Platforms like LinkedIn can help you connect with potential future new hires. Your platform should showcase your company and team as somewhere that’s desirable to work in, With passive candidates YOU are doing the selling here. You need to attract them and show why working at your company is better than your competitors.
Partner with Talent Acquisition Firms : These firms specialise in sourcing passive candidates and can help you identify top talent. They have access to networks of passive candidates and can help you connect with the right people.
Create a Strong Employer Brand : A positive company culture and reputation can attract passive candidates who might otherwise be hesitant to leave their current job. Make sure your company is well-known for being a great place to work, and highlight your company's values, mission, and benefits. Alternatively, if you’re a new business trying to establish your reputation, partnering with a talent agency can boost your profile.

Remember : When approaching a passive candidate, be respectful of their time and focus on building a genuine connection with them show interest in their career aspirations and check in periodically to see how things are going. Long-term relationships with passive candidates can turn into powerful hires further down the line.

Taming the Construction Chaos: Work Stress Awareness

Mon, 01 Jul 2024 14:51:00 GMT

Categories: Industry

The UK construction industry is a powerhouse, constantly shaping the landscape. But for the people who make it happen, the fast-paced environment and demanding time frames can take a toll.
The cost of ignoring your mental health

17-18 million working days lost: According to sources from the Health and Safety Executive (HSE) and the British Safety Council , work-related stress, depression, and anxiety account for roughly 17-18 million working days lost annually in the UK.

914,000 cases: The HSE also reports that around 914,000 workers suffer from work-related mental health issues in a year, with stress being a major factor.

Suicide: Data shows workers in the construction sector sadly have a higher risk of suicide compared to the national average. This devastating consequence can be attributed to a multitude of factors. Such as ; Financial insecurity: The construction industry can be prone to economic fluctuations, leading to job insecurity and financial worries. A culture of silence: Traditional "tough it out" mentality can discourage workers from seeking help for mental health issues. Lack of access to mental health support: Limited awareness of mental health resources or a stigma around seeking help can prevent workers from getting the support they need. Isolation and loneliness: The transient nature of some construction/contract work can make it difficult to form lasting social bonds, leading to feelings of isolation.

The professionals in construction are highly sought-after, but this can come with a heavy price. These figures highlight the significant impact of work-based stress, depression and anxiety. If you, or someone you know, is struggling with suicidal thoughts, please reach out for help. This article aims to signpost resources and encourage open conversations about mental health within the construction industry.
Many construction projects face tight schedules, long hours, and the constant pressure to stay on budget and schedule. This can lead to:

Burnout: Exhaustion and cynicism towards your work.

Anxiety: Constant worry and fear about meeting expectations.

Depression: Feelings of hopelessness, sadness, and a loss of interest in work.

Substance Misuse/Abuse : Turning to drugs or alcohol as a coping mechanism

Building a Mental Health Foundation
Prioritising mental well-being isn't just about personal health – it's about overall success. Here are some strategies to build resilience in a demanding industry:

Time Management: Develop effective time management skills to prioritise tasks, avoid feeling overwhelmed, and schedule breaks. Matt from our projects team found the book Eat that Frog by Brian Tracy massively helped his daily routine, keeping him on track and feeling in control of his workload, so much so, that he delivered a TED Talk to us in the office about it.

Boundaries: Establish clear boundaries between work and personal life. Disconnect during off-work hours and schedule dedicated time for relaxation and hobbies.

The Power of Saying "No": This one surprisingly takes a bit of practice but, It's okay to decline additional work if your workload is already heavy. Communicate openly with your manager and offer alternative solutions.

Stay Active: Regular physical activity is a strong mood booster and stress reliever.

Seek Support: Don't be afraid to seek help. There are many resources available, including mental health hotlines, employee assistance programs, and therapy services.

Maintain Open Communication: Regularly communicate project updates, potential roadblocks, and resource needs to your team and client(s). Transparency fosters trust and helps manage expectations.

Set Expectations with Clients: Clearly communicate project goals, deadlines, and potential challenges with clients from the outset. This minimises surprises and prevents last-minute changes that can cause stress.

Talk to Someone: Talk to a trusted colleague, friend, or family member about how you're feeling. Sharing your struggles can be a huge weight off your shoulders.

Remember You can thrive in your career AND safeguard your well-being by prioritising your mental health, building healthy habits and keeping communication open with your team. Remember, you are not alone, support and help is available.
If you need to speak with someone or you want advice about how to support someone:

Mind - A leading mental health charity offering information and support.

The Samaritans - Offers 24/7 confidential emotional support.

The Chartered Institute of Building (CIOB) - A professional body for construction professionals, which offers resources on work-life balance and mental health in the construction industry.

The Lighthouse Club - A UK charity that provides mental health and well-being support specifically for construction workers.

Andy's Man Club A suicide prevention charity, offering free-to-attend peer-to-peer support groups across the United Kingdom and online.

Salary Negotiation for Quantity Surveyors: Knowing Your Worth

Wed, 26 Jun 2024 14:55:00 GMT

Categories: Career

We frequently speak with Quantity Surveyors who feel they are not receiving quite the right compensation package for the work they do, but have never really pushed for a salary review. Salary negotiation can be a daunting prospect for any professional, but for Quantity Surveyors, it can be particularly challenging. After all, your technical skills and expertise are essential for the success of any construction project.
We have drawn up some guidance on how to negotiate your salary as a QS covering the following:

Knowing Your Worth
Salary Research
Negotiation Tactics
Strategies to Secure a Competitive Compensation Package

By following these tips, you can increase your chances of getting the salary you deserve.
Knowing Your Worth
The first step in any salary negotiation is to know your own worth. This means asking yourself the following:

What projects have you been involved with or led?
Have you mentored or taken on the responsibility of leading a team?
Do you have advantageous qualifications - chartership?
Would your workload be sustainable if your desired salary is reached?
Does your desired salary fit in with your long-term career objectives?

It also means researching what other QSs with similar experience are making in your area.
Salary Research
There are a number of resources available to help you research QS salaries. These include:

Salary surveys: Professional organisations such as the Royal Institution of Chartered Surveyors (RICS) conduct regular salary surveys of their members. These surveys can provide you with valuable data on average salaries for QSs in different experience levels and locations.

Job boards: Many job boards list the salary range for QS positions. This can give you a good starting point for your negotiations.

Online salary calculators: There are a number of online salary calculators that can help you estimate your worth based on your experience, skills, and location.

Talent specialists: Agencies that specialise in your sector will have a wealth of knowledge on salary expectations for your specific situation and goals. They will also know what employers in your area are willing to pay for top talent.

Salary Expectations by Experience Level
We recently held several salary surveys across all commercial levels. Based on the results here's a general idea of what you can expect to earn in different experience bands:

Graduate or Assistant QS: £28,000 or above

Assistant QS: Between £30,000-£35,000

Quantity Surveyor Between £40,000-£60,000

Senior Quantity Surveyor Between £60,000 - £70,000

Managing Quantity Surveyor/Commercial Manager: Between £75,000-£100,000

Commercial Director: Anywhere from £120k+ depending on level of experience

These results fall in line with our industry knowledge and placement experience. Geographical location can, however, make a big difference in your salary bracket. Quantity Surveyors in the south, for example, are generally awarded higher compensation packages than their northern peers. It's also important to note that these are averages, and your actual salary will vary depending on a number of other factors, such as, sector specialisation, years of experience, and the size and type of company you work for (end client, main contractor, subcontractor etc.)
Negotiation Tactics
Once you know your worth and your salary research has been done, it is time to start thinking about your negotiation tactics. You’re a QS, you should be good at this right? But we see so many people get it wrong.
Tips:

Share your knowledge of the market: Know what the typical salary range is for your level, with your experience, and in your area. Make sure you rattle off those figures with confidence. It gives pause for thought if a company was prepared to barter you down to below-market averages.

Be prepared to justify your asking salary: Be able to articulate the value you bring to the company and why you place yourself in line or even above current market rates. In other words…have a realistic figure in mind that you would be happy with.

Focus on the total compensation package: Salary is not the only thing to consider when negotiating a job offer. Benefits, such as health insurance, pension contributions, and car allowances, can also be a valuable part of your compensation package.

Be confident: know your value and what you bring to the table. Be prepared to walk away from a job or offer that does not meet your expectations. A company that doesn’t value your skillset and experience is probably not the right place for you. We have had several instances where our candidates have refused offers that were just £2-3k below their desired salary as the refusal of companies to meet them where they’re at does not bode well.

Be professional: Negotiation is a business process. Be respectful of the employer's time and position, even if you do not ultimately agree to their terms.

Strategies to Secure a Competitive Compensation Package
In addition to the negotiation tactics mentioned above, there are a number of strategies you can use to secure a competitive compensation package. These include:

Highlight your accomplishments: When discussing your salary, be sure to highlight your accomplishments and the value you have brought to previous employers or current company.

Knowing When to Walk Away
Negotiation is a two-way street. While aiming for your desired salary is important, it's equally crucial to be prepared to walk away if the offer doesn't align with your career goals and worth. Don't settle for a position that undervalues your expertise or hinders your professional growth.
Here's why walking away can be a wise decision:

Preserves Your Value: Accepting a lowball offer sets a precedent for future compensation, both within the company and potentially in the job market.

Opens Doors to Better Opportunities: By walking away, you demonstrate your confidence and commitment to securing a position that truly reflects your value. This can lead you to opportunities with companies that recognise and reward your expertise.

We see this often with Quantity Surveyors we work with. Sometimes, candidates accept roles that don't meet their expectations, only to find themselves searching for a more suitable position a few months later. By being bold and walking away from an underwhelming offer, you open yourself up to securing a job that truly values your skills and offers a more generous compensation package.
Remember, your skills and knowledge are valuable assets. Don't be afraid to walk away and wait for the opportunity that truly recognises your worth.
Set the bar
The construction industry thrives on skilled professionals. By confidently negotiating your salary, you not only secure your financial well-being but also set the standard for fair compensation within the field. You would be surprised how often we advise clients on current market rates as they are not sure what the expectation is. Don't undervalue your expertise – use the knowledge and tactics outlined here to confidently negotiate your worth as a Quantity Surveyor. By following these tips, you can increase your chances of getting the salary you deserve. If you are feeling overwhelmed by the negotiation process, consider seeking further help from a career counsellor or talent specialist.

Can a Quantity Surveyor Thrive in Different Sectors? Here's My Thoughts

Tue, 25 Jun 2024 15:04:00 GMT

Categories: Career , Hiring

Can a Quantity Surveyor truly adapt across different sectors? Imagine seamlessly transitioning from cosy homes to massive industrial complexes – is that a QS superpower? Well, I recently posed this question to the LinkedIn community , and the resounding answer was YES! But why exactly are QSs so adaptable, and how can this benefit both QSs and the construction industry as a whole?
The QS Skillset: A Versatile Weapon for Any Project
Being a QS is much more than just crunching numbers (though they do shine at that too!). Their core skillset equips them to excel in diverse construction environments. Here's what I believe makes them such valuable players:

Contract Champions: No matter the sector, ensuring everyone involved in a project is on the same page regarding costs and deliverables is crucial. QSs are contract champions, making sure all parties understand their financial obligations from the get-go. It’s refreshing when I speak to clients who aren’t too fussy about what current sector a QS is working in, as long as they are hot on specific forms of contract they are open to having a meeting.

Estimating Specialists: A keen eye for detail and a talent for accurate cost analysis are hallmarks of a QS. They bring gold-standard estimating skills to the table, regardless of whether it's a quaint bungalow or a towering manufacturing plant.

Risk Management Masters: Identifying and mitigating cost risks is a QS's specialty. This ability to anticipate and solve problems makes them valuable assets on any construction team, be it residential or industrial.

Tech-Savvy Stars: Modern QSs embrace digital tools for cost estimating, quantity take-off, and project management. This tech-savviness keeps them ahead of the curve as construction software continues to evolve, no matter the sector they're working in.

Why This Matters: The QS Advantage
Because it translates to a more robust and successful construction industry which will benefit from:

Reduced Costs: Their expertise in cost control ensures projects stay within budget, regardless of the complexity.

Minimised Risks: Their ability to anticipate and mitigate risks prevents costly delays and unforeseen problems.

Increased Efficiency: Their streamlined processes and tech-savviness keep projects moving smoothly.

Larger Pool of Talent: The willingness to hire QSs of various sectors gives you a much larger talent pool to choose from. With the right core skills and contract expertise a top QS will have little difficulty acclimating to a new sector.

… with the shortage we're all facing presently if businesses don't recognise that a decent QS can sidestep to a slightly different area we're all in trouble!”

There will however be some challenges to overcome:

Technical Knowledge: Certain sectors (like M&E) may require specialised technical knowledge to effectively take-off or spot specification issues.

Industry-Specific Regulations: Different sectors might have unique regulations or standards.

Managing the hurdles of entering a new sector:

Government & Industry Resources: Explore government websites and industry association resources (guides, best practices) for regulations.

Targeted Online Research: Search for industry-specific regulations and explore websites of relevant regulatory bodies.

Industry Publications & Courses: Subscribe to industry publications and consider online courses focused on the specific industry and its regulations. Continuing professional development is never a bad thing!

Peers/Internal Support: Utilise company resources (manuals, training) Seek guidance from sector-experienced QSs, or mentors familiar with the regulations.

The Takeaway: A QS Career – Adaptable, Rewarding, and in Demand
The construction industry is a dynamic one, a QS’s adaptability allows them to thrive in this ever-changing environment and that extends to hiring practices. While a QS with direct experience in one particular sector might seem ideal, consider the power of a candidate's adaptability. Skillsets honed in a different sector, combined with an eagerness to learn the nuances of a new one, could bring a fresh perspective and valuable insights to projects.
With an open mind during hiring processes. A QS with a proven track record of success and a willingness to adapt could be the missing piece to an A-star commercial team.

Q&A With One of Clearnorth’s Founders: Davin Dhillon

Thu, 20 Jun 2024 15:30:00 GMT

Categories: Industry

In today's Q&A session, Davin - our second founder- gives us a deep dive into his visions for the future and reflects on Clearnorth's achievements so far.

Vision and Mission: What problems are you passionate about solving? D: My vision is two-fold. Internally, I’m passionate about building a high-performing team and I'm driven to cultivate a growth mindset in it, fostering continuous learning and development so we truly believe we are the best talent solutions provider in our market. This will empower us to tackle challenges with innovative solutions and a deep understanding of the market.

Externally, my mission is to be the go-to trusted advisor for our clients, solving their most pressing challenge: finding top QS professionals who build and supplement robust commercial teams. We build long-term, collaborative partnerships where we dig a little deeper than most into their specific needs. This allows us to strategically identify the perfect talent who can make a significant contribution to their projects, ultimately driving revenue growth and project success.
Industry Landscape: How has the industry landscape that Clearnorth operates in changed since the company's founding?
D: The industry has definitely changed a lot since we started. Back then, we were a generalist, recruiting everything from Engineers to Administrators. We noticed companies just settled for filling open positions with anyone they could find. Now, through our niche market focus on commercial talent, they value the impact a top professional can have on their bottom line. The demand for skilled talent has skyrocketed everywhere, and there just aren't enough qualified graduates entering the field to keep up.
That's where we come in. QSs are consistently identified as the toughest job titles to recruit for in construction. So we've built a team of experts who understand the QS landscape inside and out. This allows us to not only find the best candidates - those who are not actively searching for new opportunities. By fostering long-term partnerships with our clients, we delve deep into their specific needs and find the perfect QS talent who can strategically contribute to their success. It's about more than just filling positions; it's about building a team that drives real results.
Company Culture: What are the core values that define Clearnorth's company culture? How do these values translate into the daily work environment for employees? D: At Clearnorth, we believe in a culture that empowers our team to be the best versions of themselves, both in and out of the office. We embrace a "growth mindset," prioritising continuous learning and development. This means we're constantly pushing each other to improve our skills, explore new ideas, and challenge the status quo. We also believe in striking a healthy balance between hard work and fun. We celebrate successes together and enjoy team-building activities, a positive and collaborative environment. Some of the personal journeys our team have been on make me incredibly proud as a leader. This focus on personal and professional growth, combined with loads of fun, creates a dynamic and supportive workplace where everyone feels comfortable taking on challenges and reaching their full potential. Whatever goals they have in their lives.
Biggest Achievement: Looking back, what would you say is Clearnorth's biggest achievement to date? What are you most proud of as a founder/director?
D: Looking back, Clearnorth's biggest achievement might be when we made the strategic decision to focus solely on the QS recruitment niche, while our competitors in the area were a jack-of-all-trades in the construction or nuclear industry. While this niche approach felt strategically sound, allowing us to have more of a nationwide approach, it wasn't easy to execute. It required immense discipline and a strong belief in the long-term benefits.
Today, I'm most proud of how that decision is paying off. By becoming laser-focused on the QS market, we've built an unparalleled level of expertise and a reputation for excellence within the market. We're not just filling positions; we're becoming trusted advisors to our clients. They rely on us for key decisions, and our candidates rely on us to find roles that support their career goals they otherwise would not have been able to find. While we've earned a reputation for excellence with some of our clients, the hunger to become the undisputed leader in QS recruitment still fuels our daily efforts.
Biggest Challenge: What is the biggest challenge that Clearnorth is currently facing? How is the company working to overcome this challenge?
D: One hurdle we face is ensuring clients fully grasp the unique value we offer at Clearnorth. While some might initially perceive us as a “traditional recruitment agency” focused on filling open positions so only as good as the CVs we send. Our approach goes far beyond that. We truly strive to become trusted advisors, often challenging our client's perceived ideas. This in-depth understanding allows us to develop customised resource strategies that consistently identify and attract the perfect QS talent. These aren't just available candidates; they're strategic assets who can make a significant contribution to a client's long-term success. We're building high-performing commercial teams that drive measurable results.
Our approach may command a price higher than our competition, but it reflects the superior outcomes we deliver. We provide outcomes worth investing more to obtain. By not just being order takers and exceeding expectations, we build trust and collaboration. This allows clients to move beyond preconceived notions and embrace a partnership that brings real value to their bottom line. Ultimately, we believe in the power of strategic talent solutions as an investment, not an expense.
Lessons Learned: What are some of the most valuable lessons you have learned since founding Clearnorth? What advice would you give to aspiring entrepreneurs?
D: One of the most valuable lessons I've learned since founding Clearnorth is the true power of client focus. Many businesses initially emphasise shouting about their own capabilities and why they're different to win business. While a strong value proposition is important (we've felt the need to tell others why we are different too) but it's ultimately about the client. We've learnt that success hinges on understanding and solving our client's unique challenges. This means developing a robust yet adaptable framework for talent solutions that can be tailored to each specific situation. It's not about a one-size-fits-all approach; it's about crafting a solution that perfectly addresses the client's needs.
In our industry, sales is a major skill. However, what people outside the industry don’t understand is that the most valuable sales tool isn't your voice, but your ears. By truly listening to client needs and challenges, we can identify the best solutions, even if they may not be what they initially perceived. It can be difficult to admit you can't help every client, but honesty builds trust. Clients appreciate transparency and respect your expertise when you genuinely focus on finding the right fit, even if it means directing them elsewhere if we feel a partnership doesn't work for them. This client-centric approach with a foundation of active listening is a constant focus of ours, and I think has been a cornerstone of our success.
Future Outlook: What does the future hold for Clearnorth? What are your long-term goals and aspirations for the company?
D: Our vision for Clearnorth's future is crystal clear. We have a burning ambition to become the undisputed leader in the UK for building, developing, and retaining high-performing commercial talent. We see ourselves as the go-to solution for companies seeking to achieve project success and revenue growth through their teams. This might not just stop at the UK border or in commercial solutions, though. We remain open to exploring the exciting potential of implementing our successful framework in global markets and other niche specialisations within other industries. This expansion will be achieved through a combination of strategic joint venture partnerships and organic growth initiatives. Ultimately, we understand that we can replicate the success we've achieved in other markets.
How is Clearnorth positioned to adapt and thrive in the future?
D: The success we've achieved at Clearnorth is a testament to the incredible amount of hard work invested in developing and delivering our unique talent solutions model. We understand that the road to business success is rarely a straight line; it's full of unexpected turns, challenges, and little wins. Every experience, positive or negative, has become a valuable lesson that strengthens our foundation.
We've embraced the reality that the future of the world is dynamic. This unwavering focus on continuous learning positions us perfectly to adapt and thrive in the years to come. The challenges and experiences we've navigated in building our model have instilled deep-rooted resilience and adaptability within our team which I am incredibly proud of. This agility, coupled with our robust foundation, allows us to confidently face whatever opportunities and challenges the future may hold, ensuring Clearnorth remains at the forefront of the landscape for years to come.
Words of Wisdom: Is there anything else you would like to share with our readers? Perhaps words of wisdom or encouragement for those interested in the industry or following a similar path?
D: Building a successful company requires more than just hard work, although it is a massive part. It's about fostering a culture that fuels innovation and excellence. My Aussie background has instilled in me a strong "let's give it a go" mentality – a spirit of not taking yourself too seriously and embracing challenges and tackling them head-on. This, combined with the direct and straightforward approach of our proudly “Northern” team, creates a powerful synergy. We cut through the noise and focus on delivering no-nonsense solutions that create real value for our clients. We believe actions speak louder than words. We're not really interested in empty promises or flashy gimmicks and realise they usually just paper over cracks. Our consistent focus on delivering exceptional results is what defines who we are. In a world obsessed with hype, we take pride in quietly exceeding expectations for those we choose to work with. The future belongs to those who are willing to consistently roll up their sleeves, learn from their mistakes, and never give up. If you're passionate about building something special, embrace the challenges, be genuine, and surround yourself with a team that shares your values. Oh, and also…don't be a dick.

Why QS teams keep losing people

Tue, 18 Jun 2024 15:43:00 GMT

Categories: Hiring

Employee turnover is a costly headache for any business. It disrupts workflows, impacts morale, and eats into your projects. Commercial teams have the added pressure of being extremely difficult to hire and therefore rock hard to replace! We speak with clients daily who feel the pressure to quickly fill gaps in the team to keep projects running smoothly.
In today's competitive job market, keeping the best QS’s is more important than ever so I have assembled some methods to cultivate a commercial team that I believe, fosters loyalty and keeps your A-team thriving:
Build a Work Environment They'll Love

Competitive Compensation and Stellar Benefits: It all starts with a fair salary and a benefits package that addresses employee needs. Think health insurance, wellness programs, and perks that go beyond the staff room ping-pong table such as covering the cost of their chartered memberships.

Work-Life Balance is Key: A little pressure is great, however very few thrive under constant pressure. Promote flexible work arrangements, and remote work opportunities (if possible), and encourage healthy boundaries between work and personal life. A happy, well-rested QS is a productive one!

Communication is a Two-Way Street: Foster an open and honest communication culture. Encourage your team to share their ideas, concerns, and feedback without fear. Regular team meetings and one-on-one conversations are essential

Recognition Makes a Difference: A simple "thank you" goes a long way. Acknowledge and reward QS’s for their hard work and accomplishments. This can motivate them to keep striving for excellence.

Teamwork Makes the Dream Work: Encourage collaboration between QSs and other project stakeholders. This fosters a sense of community and allows them to learn from other disciplines. Inviting those who usually work from home to the office to catch up with the team helps combat feelings of isolation and supports the maintenance of team connections.

Invest in Growth: Show your employees you're invested in their future. Offer training opportunities, charterships, conferences, and mentorship programs to help them develop their skills and advance their careers. I speak with lots of QS’s who leave roles they are otherwise happy in because they have no opportunity for professional development.

Meaningful Work Matters: Try to avoid getting your quantity surveyors to get bogged down in mundane tasks. Assign work that's challenging to the people that need it, and delegate some of the business as usual tasks to other staff who can competently handle them. Consider allowing them to manage their workloads autonomously. This sense of ownership promotes a feeling of responsibility and increases enthusiasm.

Prioritising Their Well-being

Mental Health Matters: Quantity Surveying can be a highly pressurised job at time. Mental health is just as important as physical health in this instance. Offer resources and signposting for employees to maintain good mental well-being.

Work-Life Balance Initiatives: Go beyond lip service. Organise events or programs that promote work-life balance, flexible working as and when they need it, and family event days. Make them feel like the role is more than just a day job.

Positivity is Contagious: Cultivate a positive and inclusive company culture where employees feel respected, valued, and heard. A happy work environment goes a long way in boosting morale and retention.

Keeping Your Finger on the Pulse

Employee Satisfaction Surveys: provide anonymised surveys to understand the needs, concerns, and overall satisfaction of your commercial team. This valuable feedback allows you to identify areas for improvement and address any issues before they snowball.

Exit Interviews: When employees leave, conduct exit interviews to learn why they're departing. This can reveal blind spots and areas where you can focus your retention efforts.

Open Door Policy: Make yourself approachable. Maintain an open-door policy where employees feel comfortable discussing their concerns with managers directly.

Market Insight: keep up to date with how the market is shifting and monitor trends. A specialised talent partner can keep you up to date in this area.

By following these tips, you can create a work environment that cultivates a loyal and engaged commercial team . Remember, a positive reputation is powerful! People talk, the construction industry is massive, but it’s also small in that word spreads very quickly . When people have a great experience working at your company, it will help you attract and keep hold of top talent.

How to Stand Out in Your Quantity Surveying Interview

Fri, 31 May 2024 15:52:00 GMT

Categories: Career , Industry

Having decades of experience coaching people before and after interviews, I have compiled a master list of top tips to help you; including some dos and don’ts from some of the more memorable interviews we've held. However, the main thing to remember is the interview is a two-way street, the interviewer is assessing your skills to see if you fit the role they have and you are assessing the interviewer and company to see if it is the right place for you.
Even though a recent article we posted spoke about how Quantity Surveyors are now in the driving seat, you are still advised to prepare as best as possible.
Before the Interview:

Research the Company: Take time to understand their work, core values, and current projects I find clients really appreciate when interviewees have good insight into the company and tie this in with why they want the role.

Brush up on the Job Description: Identify the key skills and experience they're looking for. Tailor your answers to highlight your relevant qualifications and technical skills.

Prepare Questions: I recommend having a few thoughtful questions prepared for the interviewer about the role, the company culture, and the potential for career progression. i.e Can you describe the company's culture and values? How does the company measure the performance of its quantity surveyors? What are the biggest challenges facing the quantity surveying team currently? How does the quantity surveying team collaborate with other departments within the company?

Practice Makes Perfect: Rehearse your answers to common interview questions out loud or with a friend. This builds confidence and helps you articulate clearly.

Plan Your Outfit: Despite the common practice these days of web-based meetings. Dress professionally and appropriately. First impressions matter this includes your bottom half! It wouldn’t be the first time we have been told a pair of pants were accidentally flashed during an interview.

Can you hear me?: This phrase isn’t something you want to repeat throughout an online interview. I recommend checking your internet connection is strong before the interview so you can be seen and heard clearly.

Distractions: If you are doing a web-based interview set yourself up in an area where the background is thoroughly uninteresting and you have no chances of disruption from people (or pets!) We all remember “BBC Dad” whose kids crashed his live TV interview!

During the Interview:

Be on Time: Punctuality demonstrates respect for the interviewer's time.

Be Confident and Positive: Whether you’re in a face-to-face or web-based interview, body language is important. Smile, make eye contact, sit up straight, and project confidence in your abilities. Don’t slouch or recline yourself to the point you bypass looking relaxed to looking thoroughly uninterested. With web-based interviews remaining popular I stress to candidates to behave as if they are there in person.

‘If you wouldn’t eat or smoke during an in-person interview then don’t do it on a web-based one just because you’re at home.’

Twitches and Itches: Be mindful of nervous tics or shuffling around too much. I recently held an interview where the candidate clicked his pen repeatedly. It is incredibly distracting and can detract from what you have to say.

Active Listening: Pay close attention to the interviewer's questions and respond thoughtfully, if you hit a stumbling block ask for clarification. Waffling on without actually answering the question won’t do you any favours.

Highlight Your Passion for the Industry: Show your enthusiasm for the sector the company covers and the specific role you are interviewing for.

Be Honest and Enthusiastic: Be forthcoming about your experience, especially if you are branching out into a new sector for the first time. Stay positive and showcase your willingness to learn, highlight any areas of study you have been doing to remain at the top of your game.

Ask Questions: Ask questions which reflect the discussion not just the list you have pre-prepared as these may already have been covered during the course of the interview. This is your opportunity to verify if the job is the right fit for you.

After the Interview

Reflect on the interview. Are there any areas you could improve? Did you convey your knowledge of technical questions as well as you could have? Were there any questions you didn't get a chance to ask during the interview? Maybe you feel the job isn’t the right fit for you. If you are working with a talent specialist these are great things to discuss with them. A candidate recently asked Robson “How do you think I have done?” following a recent interview. This prompted Robson to press the client for extra details in the interview feedback.

Speaking of which…

Seek feedback and make a few notes. If you get called for a follow-up interview you’ll want to demonstrate you can alleviate any concerns, respond to feedback and seek to improve. Second interviews tend to include other senior members of the company so be prepared to answer the same questions as before to a person who is hearing your answers for the first time!

If you aren’t successful at the first interview stage, use any feedback as the basis to hone your interview game!

When Trust Goes Astray: The Mass-Mail Mayhem of Hiring Agencies

Fri, 31 May 2024 09:48:00 GMT

Categories: Career , Industry

Being a Quantity Surveyor means navigating a highly competitive job market. That's why many rely on recruitment agencies, trusting them to find the perfect position and represent their best interests. Unfortunately, as a Talent Specialist in the commercial space, I frequently encounter situations that erode that trust, like the recent one involving an SQS.
This particular SQS entrusted a major recruitment agency with their CV, seeking new opportunities. Imagine their surprise (and potential horror) when their meticulously crafted CV wasn't submitted for the targeted role, but rather mass-mailed to a host of firms, including – wait for it – their current employer!
This scenario is not an isolated incident. It's a recurring theme that leaves me baffled. Here's why this practice is so damaging:

Breach of Trust: you entrust agencies with sensitive career information. Mass-mailing CVs undermines that trust and puts you at risk, potentially jeopardising your current position.

Professional Reputation: Having your CV land in the inbox of colleagues or superiors uninvited can raise unwanted questions about your career goals and loyalty.

Industry Saturation: The oversaturation of the market with a single CV weakens its impact. It becomes just another name in a sea of applicants, diminishing the chance of landing the desired role.

So, what can you do to protect yourself?

Research the Agency: Don't just go with the biggest name. Look for agencies specialising in your sector or area of expertise, with a proven track record of ethical practices. Testimonials and reviews are a good place to start.

Test their Metal: QSs are in high demand right now, agencies are reaching out to QSs at a rate of 2-4 calls per day! I recommend you ask ALL the questions. What makes them different to other agencies? Why should you choose them to represent you in the job market? How do their processes work? How do they use, share, and store your data? Any talent specialist worth their salt will have no issues answering these questions.

Clear Communication: Be upfront about your job search goals and restrictions. Emphasise the specific roles you're interested in and what you don’t want to be considered for. Clearly state you don't want your CV distributed without your consent.

The recruitment process should be a collaborative effort. By choosing the right agency and advocating for yourself, you can navigate the job market with confidence, ensuring you are presented with the right opportunities at the appropriate moment, not a random mass of employers.

Quantity Surveyors in the Driving Seat: How to Win Over In-Demand Talent

Thu, 30 May 2024 10:06:00 GMT

Categories: Hiring , Industry

The tables have turned in the world of recruitment for Quantity Surveyors (QS). With demand far outstripping supply, it's no longer enough for companies to simply post a job listing and wait for applications to flood in. Today's top QS talent is fielding multiple offers, meaning companies need to step up their game and actively sell their roles.
Here's the reality: An actively looking Quantity Surveyor receives 2-4 calls a day from recruiters. Your company's reputation alone won't cut it anymore. You need to make a compelling case for why a QS should choose your company over the numerous other opportunities knocking at their door.
So, How Do You Attract Top-Tier QS Talent?
Showcase Your Best: First impressions matter. If you're inviting a QS for an interview, make it an experience. Choose the most impressive meeting room, offer refreshments, and ensure a warm welcome. Make them feel valued from the moment they walk through the door. The same rings true for virtual interviews!
Try to ensure:

Professional Setting: Encourage interviewers to use a professional background and ensure good lighting to create a positive first impression.

Technical Check: Prior to the interview, do a tech run-through to avoid any glitches or interruptions.

Dress the Part: Just as you would in a face-to-face interview, dress professionally to show respect for the candidate and the process.

Team Interviews: Involve key team members in the interview to give candidates a comprehensive view of the company culture and working environment, even virtually.

Engagement: Use the virtual platform to your advantage. Share your screen to showcase project examples, company presentations, or even a virtual tour of the office.

Speed is Key: Quantity Surveyors are accustomed to a fast-paced environment. Mirror that in your hiring process. Respond to applications promptly, schedule interviews quickly, and provide timely feedback. Don't let top talent slip away due to slow decision-making.
Transparency and Honesty: Be upfront about the role's challenges and expectations. Quantity Surveyors value honesty and respect companies that don't try to sugarcoat things. Clearly articulate the career path, potential for growth, and the company culture.
Highlight Unique Benefits: What sets your company apart? Do you offer flexible working arrangements, exceptional training programmes, or opportunities to work on prestigious projects? Clearly communicate these unique selling points to attract the right candidates.
Personalise the Pitch: Take the time to understand the candidate's individual career goals and aspirations. Tailor your pitch to show how your company can help them achieve those objectives. Generic job descriptions won't cut it anymore.
The Power of the "Red Carpet" Treatment: Go above and beyond to make candidates feel special. Offer a personalised tour of the office (virtually or in-person), introduce them to potential colleagues, and even consider sending a small welcome gift after the interview.
Empower Your Hiring Managers: Equip your hiring managers with the knowledge and tools to answer questions thoroughly and sell the company's vision. Encourage them to be enthusiastic and passionate about the opportunity.
Don't Forget the Follow-Up: After the interview, promptly send a thank-you note and reiterate your interest in the candidate. Keep the lines of communication open and demonstrate your commitment to a positive candidate experience.
The Bottom Line: In today's competitive market, attracting top Quantity Surveyor talent requires more than just a job posting. It demands a proactive, personalised, and engaging approach, even in a virtual setting. By treating candidates like valued partners, showcasing your company's unique strengths, and acting with urgency and transparency, you can significantly increase your chances of securing the best QS talent for your team.

Don't Drag Your Feet: Why Speed is Key When Hiring a Quantity Surveyor

Wed, 29 May 2024 10:16:00 GMT

Categories: Hiring

In today's competitive market, acting quickly is essential to securing the best Quantity Surveying talent.
The High Demand, High Turnover World of QSs
Many clients we speak with are surprised by the rapid pace QS placements require. Whilst we always push for speed in the process, It's not just about us, wanting to get things over the line. Top QSs are in high demand, often telling us they receive multiple calls a day from other specialists (between 2-4 calls a day as a matter of fact!)
This means every day you wait to make a decision is a day potentially four other companies are actively courting the same candidate. They're fielding opportunities constantly and we have often found ourselves needing to negotiate multi-offer scenarios.
The Cost of Slow Decision-Making
A slow hiring process can seriously hurt your team:

Losing Top Talent: The longer you take to decide or act on your decision, the higher the chances your perfect QS accepts another offer. Potentially with a direct competitor! This can leave you settling for a less qualified QS which could affect project outcomes.

Delays in Project Start: A vacant QS position can hold up project timelines. The faster you fill the role, the sooner your project can progress.

Increased Costs: Delays in finding a QS can translate to higher overall project costs and the dreaded ‘panic hire’ which let’s face it, wastes more time and resources than needed when it inevitably falls through. Consider the time and effort spent on additional recruitment efforts compared to a streamlined process.

Streamlining Your Hiring Process
Here are some questions we think are good to consider to expedite your decision-making:

Is there a reason why you can't pass on interview feedback or email an offer on the same day as the interview? Delays in communication can signal a slow-moving company culture, potentially deterring top candidates.

Can you establish a clear interview process with defined timelines for feedback and decision-making? Communicate these expectations with both the candidate and the talent specialists, if you are using one, from the outset.

Are your decision-makers readily available to participate in the interview process? Delays in scheduling interviews due to internal unavailability can also impact your chances of securing the best candidate.

Are your HR procedures hindering your hiring capability This has been a major sticking point for many of our clients in the past. Take a critical look at your internal processes. Are there unnecessary steps or lengthy approval times slowing down the hiring process? Collaborate with your HR team to identify areas for improvement and streamline the onboarding process for top talent.

By being proactive and prioritising a swift hiring process, you can significantly increase your chances of attracting and securing the top QS talent for your project. Don't let a slow pace cost you the best fit for your team.

AI and the Future of Quantity Surveying: A Sector in Transformation

Wed, 29 May 2024 10:10:00 GMT

Categories: Industry

The construction industry is on the edge of a technological revolution. Artificial intelligence is making waves across various disciplines, and quantity surveying is no exception. While the full impact remains to be seen, AI holds the potential to significantly alter the QS landscape. We’ve explored how AI might influence the profession, focusing on both its potential benefits and areas that require further exploration.
Potential Benefits of AI Integration

Enhanced Efficiency: AI-powered tools could automate time-consuming tasks like quantity take-offs from blueprints. This would free up valuable time for QSs to focus on higher-level analysis, cost management strategies, and project planning. In our opinion, this shift could lead to a more strategic and impactful role for quantity surveyors.

Improved Accuracy: AI algorithms excel at analysing vast amounts of data. Integration with project data could lead to more precise cost estimations and risk assessments, minimising budget overruns and project delays. We think this increased accuracy could benefit both QS firms and their clients.

Data-Driven Decision Making: AI's ability to identify patterns and trends in historical project data could prove invaluable. QSs could leverage these insights to make informed decisions throughout the project lifecycle, optimising resource allocation and cost control measures. We believe this data-driven approach has the potential to significantly improve project outcomes.

Considerations for AI Implementation

Impact on Workflows: The potential automation of certain tasks necessitates a re-evaluation of traditional workflows. Adaptation and upskilling will be crucial for QSs to thrive in an AI-driven environment. It's important to remember that while some tasks may change, we’re certain the core principles of quantity surveying will remain essential.

Data Quality and Transparency: The effectiveness of AI hinges on the quality of data it is trained on. QSs will need to ensure data accuracy and establish clear communication channels to explain AI-generated insights to stakeholders. In our view, transparency around AI's role will be key to building trust with project partners.

Human Expertise Remains Crucial: As powerful as AI is, it cannot replicate the human capacity for critical thinking, strategic decision-making, and relationship building. These skills will continue to be essential for QSs to navigate intricate projects and provide valuable client consultation. We believe that the human element will always be irreplaceable in the field of quantity surveying.

The Future of QS: A Collaborative Approach
AI presents an opportunity for QSs to evolve their roles. By leveraging AI for data analysis and automation, QSs can dedicate their expertise to providing strategic cost management advice and fostering collaboration across project teams. The future of QS lies in a synergistic partnership between human expertise and AI capabilities.
We consider upskilling in areas like data analysis, project management, and communication to be key for QSs to navigate this transformation. By embracing AI as a valuable tool, the QS profession can position itself at the forefront of a more efficient and data-driven construction industry. We would love to know your thoughts on using AI for your projects. Where do you think AI could help you improve? What would you not trust it to do at all? Do you see other areas in the supply chain where AI could impact your work transactions?

The Golden Handcuffs: Why Most Counteroffers Backfire

Tue, 28 May 2024 10:20:00 GMT

Categories: Career , Career Advice

So You Got a Counteroffer... Now What?
Congrats! You’ve been offered a dream role, one that supports your career ambitions, and have handed in your notice, and then... boom. Your current boss throws a counteroffer your way. It's a classic move, and believe me, we've been seeing it more and more lately.
Here's the thing, though: our research has shown us that only 40% of people who accept counteroffers stick around for another year. That means 6 out of 10 end up leaving anyway!
Why the Sudden Change of Heart?
Let's be honest, your company isn't suddenly showering you with love because they value your personal growth. It's more likely a panicked reaction to losing a valuable QS. A counteroffer is often a quick fix, not a genuine investment in you.
Don't Lose Sight of Your Dream Job
While you're weighing your options, remember that your dream job might not wait around forever. The longer you take to decide, the higher the chance someone else will snag it.
Why Did You Want to Leave in the First Place?
Think back to why you started job hunting. Was it just about the money? Or were you craving new challenges, a better work-life balance, or a healthier company culture?
The Counteroffer Illusion
Sure, a bigger salary and promises of promotions are tempting. But will they truly address the deeper issues that made you want to leave? What happens when those promises fall flat? Often, those perks are a knee-jerk reaction, not a lasting change.
The "Carrot Dangle" Dance
It takes serious willpower to resist a counteroffer, especially when your employer starts throwing around even bigger carrots during your notice period. Remember, these shiny perks weren't offered until you threatened to leave. Are they genuine or just a desperate attempt to keep you on board?
What You Can Say to Your Manager:
If you're ready to move on, be firm but polite. Thank them for the offer, but clearly state that your decision to leave is final. Explain that the counteroffer doesn't change the reasons behind your departure. Express your excitement about the opportunities and growth potential awaiting you in your new role and ask them to respect your decision.
My Honest Advice:

Counteroffers usually address the short-term problem, not the root of your unhappiness.

Don't be fooled by empty promises – actions speak louder than words.

Your manager’s sudden change of heart might reveal their true colours. Are they the kind of leader you want to work for in the long run?

Remember, those perks weren't there before you handed in your notice. Does that tell you anything?

The Big Decision
Think long and hard about whether the counteroffer truly aligns with your career goals and personal values. Will it make you happy in the long run, or will you find yourself back on the hunt in a few months?
Change can be daunting, but it can also be incredibly rewarding. If you're genuinely excited about your new job, don't let a counteroffer hold you back. Trust your gut, embrace the unknown, and take a leap towards a future that truly fulfils you.

The Hidden Costs of a Poorly Built Team: And Mitigating Risk

Thu, 23 May 2024 10:29:00 GMT

Categories: Hiring , Industry

In the high-pressure world of construction and engineering assembling a strong commercial team seems like a no-brainer. But when that team lacks the right elements, the consequences can be wide-ranging, impacting not just project timelines and budgets, but also safety, morale, and your company's reputation. This post dives into the hidden costs of a poorly built commercial team and explores strategies to mitigate those risks.
The High Price of a Low-Performing Team:
Hidden costs that can arise from a team lacking the right skills, experience, or cohesion:

Missed Deadlines and Budget Overruns: Ineffective communication, knowledge gaps, and rework due to errors can significantly delay projects and inflate budgets. A strong QS ensures clear communication throughout the project, identifies potential issues early on, and keeps your project on track.

Safety Issues: When a QS lacks experience or training, they may miss critical safety protocols or fail to identify potential hazards. This can lead to accidents, legal ramifications, and project delays.

Low Morale and High Staff Turnover: An underperforming commercial team can create a stressful and unproductive work environment for everyone involved. This leads to low morale, decreased productivity, and ultimately, staff turnover.

Client Dissatisfaction: Delays, cost overruns, and safety incidents can severely damage client relationships and hinder future project opportunities. A skilled QS fosters trust and transparency with clients, keeping them informed and satisfied throughout the project.

Investing in the Right QS Team Pays Off:
Building a strong QS team is an investment in the success of your project, and your company. Here's how a high-performing commercial team delivers value:

On-Time Project Delivery: Efficient teams complete projects within deadlines, avoiding costly delays. A skilled QS anticipates potential issues and proactively develops solutions, keeping your project on schedule.

Reduced Costs: Minimised rework, clear communication throughout the project team, and strategic team composition lead to significant cost savings. A strong QS identifies and eliminates potential cost overruns before they occur.

Improved Safety Record: Strong QS teams prioritise safety through effective communication and ensure all team members are properly trained.

Enhanced Client Relationships: Satisfied clients become repeat clients, promoting long-term business growth. A skilled QS fosters trust and transparency with clients, keeping them informed and proactively addressing any concerns.

The impact of a strong team extends far beyond a single project. By investing in team building, you're fostering a culture of collaboration, expertise, and efficiency. This translates into:

A Talent Pipeline: A well-built team becomes a breeding ground for future commercial leads, ensuring a pipeline of talent for your company's ongoing success.

Enhanced Reputation: Repeated project successes built on strong teams solidify your company's reputation for reliability and excellence, attracting even more valuable projects and becoming a desirable place to work for all levels of quantity surveyors.

Sustainable Growth: Building strong teams isn't just about the present project; it's about building a foundation for long-term growth and stability within your company.

Studies by McKinsey & Company ( https://www.mckinsey.com/industries/engineering-construction-and-building-materials/our-insights ) estimate that construction projects in the UK typically experience cost overruns of 20-30% compared to the initial budget. While not all of this stems from poorly built teams, a significant portion can be attributed to issues like:

Ineffective communication: Misunderstandings and delays in communication between team members and clients lead to rework and project delays.

Skills gaps: Teams lacking the necessary expertise can contribute to design flaws, safety issues, and inefficiencies.

Poor team dynamics: Low morale and dysfunctional teams can hinder productivity and collaboration.

By carefully curating your commercial team, a talent specialist can help you assess your project needs, identify the right person, and build a team that delivers exceptional results, on time and on budget.

Why Going Solo on Negotiations Might Not Be the Move to Land that QS

Tue, 07 May 2024 10:55:00 GMT

Categories: Hiring

While we understand the desire to potentially take matters into your hands, after all, you're probably from a QS background yourself and thinking of yourself as a great negotiator. However, there are hidden dangers in going solo for the crucial offer and salary negotiation step. Let's explore why using a third party can actually help you close the deal with a top QS professional, securing the best fit for your project, and how our role as a neutral third party benefits both you and the candidate.
The Negotiation Maze: More Than Just Numbers
Salary figures are just one piece of the negotiation puzzle. Benefits packages, start dates, hybrid-working, and even non-monetary factors like company culture all come into play. An experienced QS recruitment consultant understands the current market landscape and what motivates top talent. They can:

Craft a compelling offer: They know what's competitive and how to structure a package that's attractive without exceeding your budget.

Navigate the negotiation dance: Negotiations are a delicate dance. They can advocate for your needs while ensuring the candidate feels valued, increasing the chance of a successful outcome.

Anticipate objections & roadblocks: Experienced negotiators foresee potential hurdles and have strategies to overcome them, keeping the conversation moving forward.

Beyond the Offer: Building Long-Term Value
A successful hire goes beyond salary figures. A specialist fosters a positive candidate experience, and here's how thier role as a neutral third party plays a vital role:

Maintaining positive relationships: Candidates often feel more comfortable confiding in others about their motivations or concerns regarding a potential client. This allows them to tailor thier communication and address any hesitations they might have, leading to a more open and productive negotiation process. Even if a specific candidate doesn't accept your initial offer, they maintain a positive relationship for future opportunities, keeping your talent pipeline flowing.

Minimizing risk & ensuring compliance: They handle legal aspects like contracts and background checks, reducing risk and ensuring a smooth onboarding process.

Freeing up your valuable time: Negotiations are time-consuming. Let them handle the back-and-forth, allowing you to focus on core business activities.

Think of them as your secret weapon! By utilising a specialist QS consultancy, you gain an experienced partner on your team, increasing your chances of landing the perfect candidate. They don't just fill positions; they build successful long-term working relationships – all while fostering a positive experience for the candidates you're targeting and acting as a trusted confidant throughout the process.