Why Commercial Build Hiring is Heating Up, and What It Means for Your Business

Introduction

UK commercial construction firms are entering a crucial moment. While headlines often focus on sector slowdowns or infrastructure projects, the commercial build segment—offices, retail, industrial—is showing quiet resilience. RICS reports steady hiring sentiment, and major cities are seeing thousands of Commercial and Delivery roles advertised.

If you’re responsible for project delivery, now is the time to think strategically about leadership capacity, commercial oversight, and succession planning.

1. Commercial Build: Steady in a Slow Market

The latest RICS construction outlook shows that non-residential workload expectations remain flat, but employment sentiment among commercial build firms is cautiously optimistic. A net balance of +15% of firms expect to retain or increase headcount over the next year. This relative stability creates a window for forward-thinking employers to secure key hires before demand surges again.

2. Demand for Senior Professionals is Rising

There are currently more than 800 Commercial Project Manager jobs listed in London alone, with similar growth across regional hubs. These roles demand more than technical skill, they require contract leadership, client-facing confidence, and a deep understanding of stakeholder navigation.

Shortages are being felt most acutely in:

• Pre-construction and planning
• Cost and commercial management
• Senior project leadership and delivery

 

3. Navigating a Shrinking Talent Pool

According to the latest CITB data, the UK construction sector faces a shortfall of over 216,000 workers by the end of 2025, including key white collar roles. Retirements, attrition, and competition from adjacent industries mean experienced professionals are harder to find and even harder to keep.

This presents a strategic challenge: how do you attract top-tier commercial talent without overspending or overpromising?

4. Strategic Hiring in 2025

Here’s how commercial build businesses can stay competitive:

• Plan early – Identify roles you’ll need to fill 6–12 months ahead and map internal promotion opportunities.
• Act fast – When you meet the right candidate, move decisively. Talented professionals are receiving multiple offers.
• Refine the value proposition – Beyond salary, consider flexible working, clear progression pathways, and high-quality onboarding.
• Balance your teams – Blend senior hires with developing talent to ensure continuity and knowledge transfer across projects.

 

5. A Final Thought

It’s tempting to delay hiring decisions in a cooling market, but that’s often when the best people are quietly considering a move. By making strategic, high-impact hires now, commercial build businesses can secure experienced professionals who will lead the next phase of delivery excellence.

Want to discuss your team structure or upcoming hiring priorities? Let’s talk. I can share insights and trends