The Hidden Cost of Valuation Talent Shortages
How to Attract and Retain the Best Surveyors
The UK’s residential portfolio market is booming. Build-to-Rent (BTR) alone attracted £5.4bn of investment in 2024, the fifth record-breaking year in a row. Over 130,000 operational BTR homes now exist across the country, with another 56,500 under construction.
For firms advising investors, this means one thing: residential portfolio valuations are in demand like never before. Multi-asset appraisals, quarterly reporting, and data-led analysis are now central to how banks, funds, and REITs make decisions.
But here’s the problem: there aren’t enough qualified surveyors to go around.
Why surveyor shortages matter for your business
According to RICS, the UK valuation sector faces a demographic cliff: the average age of a chartered surveyor is mid-50s, with many set to retire in the next decade. At the same time, demand for residential portfolio valuations is rising, fuelled by institutional investment and regulatory requirements for independent Red Book valuations.
The result? Bottlenecks.
We’re already seeing valuation teams overwhelmed with work, struggling to turn reports around quickly. In some regions, demand is outstripping supply by a wide margin. That translates into delayed deals, frustrated clients, and lost revenue.
Put simply, if you don’t have enough valuation surveyors, you can’t service the market. And the market is only growing.
What candidates are really looking for
Hiring managers often assume surveyors move only for salary. That’s outdated thinking. Yes, compensation matters (average salaries for valuation surveyors are around £45k–£48k, with seniors earning £70k+), but it’s not the only driver.
From countless candidate conversations, here’s what surveyors consistently say they want:
Clarity of progression: defined routes to Senior Surveyor, Associate or Director roles.
Work-life balance: flexible working and manageable workloads are high priorities.
Access to modern tools: valuers want firms that embrace Argus, AVMs, and data-led reporting, not outdated spreadsheets alone.
Investment in CPD: support for RICS membership, specialist training, and ESG knowledge.
Culture: supportive teams where knowledge is shared, not siloed.
If you’re not offering these, you’ll struggle to compete for talent no matter how big the pay cheque.
The cost of a bad hire (or no hire at all)
It’s tempting to rush recruitment just to fill a seat, but the wrong hire is costly:
Lost fees if reports aren’t delivered on time
Erosion of client trust if valuations don’t stand up under scrutiny
Knock-on stress for the rest of the team, increasing attrition risk
And equally, dragging your feet can be just as damaging. We’ve seen firms lose out on top candidates because their hiring process stretched over four interview stages while a competitor moved faster.
Speed and precision win – in valuations and in hiring.
How to stand out in a competitive market
So, how do you actually attract and retain the best valuation surveyors?
Streamline your hiring process
In almost all cases, two interviews should be enough. Decision speed is a competitive advantage.
Be transparent about progression
Show candidates what their next 3–5 years look like in your business.
Offer flexibility
Hybrid working and trust-based management resonate far more than rigid presenteeism.
Invest in tech
If your team has access to Argus, Power BI, or AVM tools, shout about it. Candidates want to know they’ll work smarter, not harder.
Prioritise culture
Celebrate wins, mentor juniors, and avoid the “sink or swim” environment that pushes good surveyors out of the industry.
Why SONDR can help
At SONDR, we live and breathe real estate recruitment – and we understand valuation like few others. We know which firms are hiring, what surveyors are looking for, and how to match the two.
For hiring managers, that means:
Faster access to candidates who are already vetted and engaged.
Insight into what competitors are offering (so you can stay ahead).
Honest feedback from the market – if surveyors keep saying your package or process isn’t competitive, we’ll tell you straight.
In a sector where a lack of surveyors is a consistent challenge, partnering with a specialist recruiter isn’t a luxury – it’s the only way to stay ahead.
Final word
The demand for residential portfolio valuations is growing, but the supply of qualified surveyors is not. Firms that succeed in this climate will be those who act fast, think strategically, and genuinely offer what candidates want.
Don’t let talent bottlenecks slow down your business. With SONDR as your recruitment partner, you can build valuation teams that are resilient, forward-thinking, and ready to deliver at scale.