5 steps to building an employer brand that attracts top surveyors
In today’s fiercely competitive property market, attracting the best talent isn’t just about salary. For top chartered surveyors, it’s about culture, development, flexibility and purpose. If your employer brand isn’t cutting through the noise, you’re already on the back foot.
At SONDR, we connect real estate professionals with employers who genuinely stand out. The common thread? A strong, consistent employer brand. Here's how to build yours and make sure it resonates with the people who’ll drive your business forward.
1. Know what makes your business different
Forget vague claims like "we're a great place to work". Be specific. What do you actually offer that others don’t?
Do you support employees with real investment and mentoring?
Is your work culture genuinely flexible (not just ‘early finish Fridays’)?
Are your projects ambitious and rewarding for surveyors who want to level up?
Your differentiation is your edge. If you’re not sure what it is, speak to your current team, especially the ones who’ve recently joined. What drew them in?
2. Speak their language
Surveyors are technical, commercially aware professionals. So drop the generic HR fluff and get to the point.
Instead of:
"We empower our people to reach their full potential."
Try:
"We give every graduate a senior mentor, pay for their APC support, and review promotions twice a year, not just at appraisal time."
It’s not about sounding flashy. It’s about being real and relevant.
3. Make your internal culture externally visible
Your LinkedIn feed, job ads, careers page and Glassdoor reviews should all reflect the same story, and it should match what people experience once they’re through the door.
Share project wins, team days, promotions and thought leadership
Celebrate the APC passes and charterships - these matter
Be honest if your business is a work in progress. Many candidates prefer transparency over perfection
Surveyors talk. If the perception doesn’t match the reality, you’ll lose credibility fast.
4. Prioritise growth and progression
Top surveyors want to move forward. Whether that’s toward equity, a leadership role, or a specialism like development or Environmental, Social, and Governance. If they don’t see a path, they’ll make their own… elsewhere.
Our Real Estate Salary & Trends Guide showed that 67% of real estate professionals feel they’re handling more responsibility without the right title or pay.
Build progression into your EVP (employer value proposition) with:
Clear frameworks for promotion and pay
Support for further qualifications
The option to pivot into new areas, especially for mid-career professionals who feel stuck
If your business is growing, show how surveyors can grow with it.
5. Partner with recruiters who get it
You don’t need 10 agencies throwing CVs at you. You need one who knows the surveying market, understands your culture, and can sell your story to the right candidates.
At SONDR, we work differently. We don’t just match surveyors to jobs. We introduce them to employers they actually want to work for. That means helping you articulate your employer brand in a way that attracts the right people, not just the most available ones.
Ready to level up your employer brand?
SONDR can help you attract surveyors who fit your business now, and where it’s going next. Download our 2025 Real Estate Salary & Trends Guide for exclusive insights into what’s driving professionals in the UK property sector. Or better yet, get in touch with us at SONDR. We know what it takes to create a strong brand in the industry.