As the festive lights go up and out-of-office replies start switching on, it’s natural to look ahead.

2025 has been another varied year for the property sector. As we stand on the brink of 2026, the question we are hearing most from directors and hiring managers is: "Will 2026 be a candidate’s market or a client’s market?"

The honest answer is that it will be a hybrid, defined by caution in some areas and intense competition in others.

Based on our market conversations over the last quarter, here are our five key predictions shaping the hiring landscape for Q1 2026.

1. The "Elephant in the Room" Dictates Caution

We cannot ignore the macroeconomic backdrop. Continued uncertainty around interest rates and fluctuating property values means hiring confidence remains cautious heading into the New Year.

We are not seeing a return to the mass hiring frenzies of the past. Instead, Q1 will be characterised by "strategic necessity." Firms will hire, but they will be looking for critical replacements, revenue generators, and roles essential to immediate growth.

The "nice-to-have" roles will remain on hold until the spring market becomes clearer.

2. The Divide: Transactional vs. Operational Roles

A clear divide is emerging between transactional and operational roles heading into 2026.

On the Estate Agency and investment side, hiring will remain selective. Firms aren't looking for volume; they are looking to upgrade. The focus will be on acquiring top-tier listing agents and proven "rainmakers" capable of progressing sales in a slower market.

Conversely, operational and recurring-revenue roles are booming. The Residential Lettings market remains incredibly tight with high tenant demand; we expect continued strong demand for competent Property Managers and Lettings Negotiators who can handle high volumes and increasing compliance pressures. Similarly, Build-to-Rent (BTR) operations talent will be highly sought after as more stock completes.

3. The Environmental Social Governance Talent War Intensifies

For larger and specialist firms, sustainability is no longer a "value-add"; it is a regulatory and investment necessity. The demand for genuine ESG specialists - professionals who can bridge the gap between technical building knowledge and complex reporting requirements - will far outstrip supply in 2026.

If you need an ESG expert in Q1, prepare to move fast and offer a compelling package.

4. Salary Stabilisation (Finally)

After the dizzying wage inflation of the last few years, we anticipate 2026 will be the year of stabilisation.

While salaries for niche specialists (like ESG) will keep rising, the broader market is calming down. Candidates are increasingly prioritising job security, culture, and genuine flexibility over the massive salary leaps we saw previously.

5. The Verdict: A Market for "Exceptional" Talent

So, whose market is it?

For generalist roles, the power balance is shifting back towards employers. However, for the top 10% of talent - the proven sales rainmakers, the top-performing negotiators, and the niche specialists - it remains a fiercely competitive landscape.

The best talent will still have multiple options come January. If you want to secure them, you need to act before the New Year rush.

Are you planning critical hires for Q1 2026?

Don’t wait until the chaos of the first week of January to start your search. Let’s speak this week to map out your talent strategy so you are ready to hit the ground running in the New Year.