In this edition of our 5 for 5 series, we hear from Maisie Clark, Team Leader of Preston Recruitment’s Facilities Management (FM) Division.
Maisie and her team partner with organisations across the UK to source and secure top FM talent, from engineering and maintenance specialists to senior operational leaders.
With a deep understanding of what’s driving the market, she shares her thoughts on current challenges, evolving skill requirements, and how employers can stay competitive in a changing landscape.
Market Trends & Talent Demand
How have you seen demand for Facilities Management professionals change over the past 12 months, and which roles or skill sets are currently the hardest to fill?
Over the past 12 months, we’ve seen consistent and growing demand across the Facilities Management sector, particularly for engineering and technical roles.
There’s still a noticeable skills gap, especially for experienced maintenance engineers and mechanical or electrical specialists. For many years, vocational and trade pathways weren’t as actively encouraged in schools, and we’re now feeling the impact of that in the market.
The good news is that this is starting to shift, we’re seeing a stronger national focus on apprenticeships, training programmes, and entry-level development, all aimed at bringing fresh talent into the FM profession.
Technology & Automation
What impact are technologies like smart building systems, AI, and automation having on the types of candidates your clients are looking for?
Technologies like smart building systems, AI, and automation are transforming how facilities are managed day to day.
Clients are now looking for engineers who combine traditional mechanical and electrical expertise with digital and data literacy. An understanding of building management systems, energy monitoring, and smart controls is becoming a key differentiator.
It’s not replacing the hands-on nature of FM, far from it. But it’s adding an extra layer of technical and analytical skill that’s becoming increasingly valuable across the industry.
Candidate Expectations & Retention
Have you noticed any shifts in what FM candidates now expect from employers, or example, around hybrid work, pay transparency, or career development?
Definitely. While many FM roles are still site-based, there’s been a clear move toward greater flexibility, whether that’s around shift patterns, workload, or employers being more understanding of personal commitments.
Pay transparency has also become a major talking point. Candidates want clarity on salary bands, progression opportunities, and career pathways from the very start of the process.
In a competitive market, clear communication and visible development structures can make all the difference in attracting and retaining top talent.
Regional & Global Competition
With FM operations expanding globally, are you seeing more competition between regions for the same talent, and how are your clients responding?
Yes, there’s definitely more regional competition for skilled FM professionals as operations expand both nationally and internationally.
Many employers are focusing on retaining existing staff and offering salary reviews to keep them, but not all are adjusting their pay or packages to attract new hires — and that’s becoming a real challenge in a candidate-short market.
Those who take a proactive, competitive approach to salary, benefits, and culture are the ones successfully securing and keeping the best people.
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Maisie’s experience highlights just how dynamic the FM sector has become, with evolving technology, new skill demands, and an increasingly candidate-led market shaping the future of facilities management recruitment.
If you’re a business looking to strengthen your FM team or a candidate ready to explore your next opportunity, connect with Maisie Clark today and drop her an email at mc@prestonrecruitment.com