Each year, I discover new insights based on the job searches I have supported within the conveyancing sector. The market has always been competitive, but the gap between firms that attract great people and those that struggle is widening, and the reasons are clearer than ever, reflecting on hires across 2025.

Here are the biggest lessons I took away last year, speaking to hundreds of conveyancers and property professionals across the UK.

1. Conveyancers are gaining more clarity on what they want.

The crazy days of hiring in 2020-2022 are behind us. Candidates are much more measured in their thinking, and they won’t compromise on the fundamentals. The most consistent priorities I heard were:

•             Manageable caseloads – manageable isn’t the same in different environments. Firms that take a realistic and constructive approach to caseload delegation and structure, are attracting talent, but also retaining them. Applying pressure through numbers is not accepted – it’s a ticking time bomb.

•             Supportive, accessible leadership – Never to be underestimated! A vacancy needs to be built well into the team structure, with clear expectations, points of contact and accessibility to the right levels of advice and expertise. Candidates want active leadership, not leadership by title.

•             Clear progression. We hear this a lot, it’s the top question at the end of an interview isn’t it. “How can I progress?” Firms that can fluidly discuss (and provide examples!) of how progression looks and work within the business at all levels, are winning the game. I often speak to clients about how this can be achieved in an interview environment.

•             Flexibility – again this is different in all environments. OK, so you might not give hybrid or remote working, but what does flexibility and understanding look in your firm/team? As intense as conveyancing can get, I’d say looking at your flexibility levels through the lens of a strong candidate with wider home commitments will go a long way. Try to help and understand the type of employer you want to be, that ‘human element’.

•             Modern systems. Believe it or not, there are still some very archaic approaches to systems out there. Better the devil you know might be the safe bet for you, but it definitely isn’t to employees! Consult with your teams on what they believe they need to operate at  the best level, and make them a part of it – what a great thing to share in an interview also!

•             A healthy, respectful culture. So this is one of the biggest. I’ve fielded more questions like – “what’s the retention like? What’s the management like?” There has never been more of a time to be tactful about the environment you foster! Teams grow, caseloads grow – and with it, there needs to be an understanding of how this impacts employees. I’ve actually recently had firms introduce their conveyancers to the recruitment process so they can talk to a peer about the culture, about the levels of stress, about the approach to managing people. 

If a firm’s offering doesn’t align with these expectations, the strongest candidates simply move on.

2. Stability matters more than ever before

Conveyancers are doing their homework. We all saw a lot of firms over-recruit or make poor hiring decisions in the past, which led to absolute disasters, which were out of the employee’s control. Now, before they even agree to a conversation, they’re checking:

•             Ownership transparency

•             Financial stability

•             Lender panel status

•             Regulatory history

•             Leadership style and reviews

A stable, well‑structured firm is a huge selling point — and candidates can spot red flags instantly. Checking that the “shop window” tracks, before they interview is a big part of their search. Candidates are also planning how to approach these conversations, making it a fundamental part of an candidate attraction strategy.

3. Conveyancers don’t want words, they want proof.

Conveyancers want to grow, earn and progress – and now they want to see how. Words can often be meaningless. The firms that hired best last year were the ones who could clearly articulate.

In each and every candidate prep call I do, I say the same thing “example led interviews have historically given the best results”. It should apply for employers too. Teams hiring conveyancers should be ready in interviews to broadly discuss (and give examples of):

•             Defined progression routes

•             Training and CPD support

•             Leadership opportunities

•             Exposure to more complex work

•             Long‑term development plans

•             Financial Advancement

•             Work/life balance

Vague promises don’t cut it anymore.

4. Channels to finding the right role have become more important

Working closely with firms last year reinforced how valuable specialist knowledge is. A recruiter who truly understands conveyancing can:

•             Identify candidates who fit your culture

•             Discuss all corners of what I have written in this blog

•             Reduce hiring risk

•             Improve retention

•             Access passive talent medium to longer term

•             Streamline the entire process and provide guidance in how to optimise the process.

The best partnerships feel like an extension of the firm itself. And this has been my sole focus as a recruitment partner.