What's Hot in Hiring
In the latest edition of The Property Edge, Edge’s live social media market update, our experienced recruitment team did a deep dive into what’s hot in hiring right now.
Our Managing Director Peta Seaman was joined by Edge’s senior consultants—Kelly Armstrong, Mary-Jane Massicci and Taryn Widdows to unpack exactly what’s happening in the property job market right now - what roles are in most demand, what skills employers are really looking for, and which roles have been the hardest to fill.
Together, they painted a comprehensive picture of the South Australian property and real estate job market, weaving in observations, advice, and a few candid warnings for employers and candidates alike.
Roles in High Demand
The discussion kicked off with what roles have been in hot demand in 2025. Kelly was quick to point to commercial roles: “We seem to have a lack of candidates in lease administration… a lot of it has been going offshore, so we really lack that experience.” She added that mid-level commercial property managers are perennially in demand, with a noticeable shortage between juniors and highly experienced professionals. Conveyancers, too, are proving difficult to source: “There’s a real shortage of registered conveyancers in the industry.”
Mary-Jane offered a similar perspective from the residential real estate side, saying, “Residential property managers are probably the hottest jobs at the moment.” She noted that agencies are scaling up quickly ahead of the busy spring selling season, not only in permanent roles but also in sales support and temp cover. As she explained, “real estate agencies can’t afford gaps when staff take leave,” making temporary placements a vital piece of the puzzle.
Taryn brought in the temp and contract angle, highlighting a spike in high-level administrators and project managers to deliver government and community infrastructure work. For temp roles, she emphasised urgency: “They don’t often have time to train someone when they need a temp… the person needs to be able to hit the ground running pretty fast.”
Where Employers Struggle Most
The panel then turned to the question of roles that remain hardest to fill. For Kelly, the mid-tier gap in commercial property management is still glaring. She argued that companies should be more open to hiring juniors straight from tertiary qualifications: “Sometimes having somebody that’s fresh is the best way to represent the company… you can mould them the way you’d like for your business.”
Mary-Jane was candid about her biggest challenge: “Senior residential property managers, the ones with three to five years’ experience, have been the toughest roles to fill at the moment. The job is demanding, the talent pool is limited, and we need people with the staying power to handle the pressure.” Agencies that succeed, she added, are those offering flexibility, training opportunities, and supportive workplace culture.
Taryn agreed that expectations play a part, but for her, the sticking point is often money. She explained, “Clients might want project managers at award rates, but those candidates can often earn more in the private sector.” In other words, salary mismatches can block progress, even when good candidates are available.
Skills That Make Candidates Stand Out
Across all three sectors, formal qualifications remain a must-have. Whether it’s a property management certificate, sales registration, or a property degree, candidates without the right licences often can’t be or don’t get considered. But the consultants agreed that employers are increasingly scanning for more than just technical compliance.
Mary-Jane highlighted technology as a new non-negotiable: “Tech skills are on the rise… everybody is looking for candidates with program experience.” She paired this with an emphasis on communication: keeping clients informed and building trust can separate good performers from great ones.
Taryn reinforced the importance of readiness in temporary placements: “The person needs to be able to hit the ground running pretty fast.” Employers want confidence that a new starter can walk in, pick up systems, and deliver value almost immediately.
And beyond hard skills, Peta prompted a reflection on personal qualities. Mary-Jane’s view was simple but powerful: “Positivity, staying power and a genuine client-first approach” remain the bedrock of long-term success in real estate.
Career Advice for Job Seekers
The consultants also shared candid advice for those looking to move in 2025.
Kelly urged flexibility on pay scales, particularly for entrants: “So many people would love property and want to get into property… but if you’re entering the industry, be open to changing salaries.”
Taryn stressed professionalism and responsiveness: “Always have open communication and be contactable. Adelaide’s a small place and courtesy and kindness are always noticed.”
Mary-Jane encouraged intentional decision-making: “When you go to an interview, know what matters to you—growth, balance, or the right team culture. Don’t jump at the first job offer that comes your way.”
As the discussion closed, all three agreed that now is an opportune time to move. Kelly described property as “always busy… and fun,” with career options ranging from residential to commercial to temping. Mary-Jane pointed to the traditional spring surge: “Good people are in demand. It’s a good time to explore options.” And Taryn offered a note of encouragement: “Persistence always pays off… stay positive and something really good will come along.”
Five Ways Employers Can Stay Competitive
Drawing on the team’s discussion, several clear strategies emerged for South Australian property and real estate businesses to stay ahead in the recruitment race in the back end of 2025:
- Offer flexibility and culture. Candidates value employers that provide work-life balance, career growth, and supportive teams.
- Meet the market on salaries. Unrealistic budgets hold hiring back—particularly in specialist and mid-level roles.
- Streamline your hiring process. Avoid long delays and communicate clearly. Candidates won’t wait around in a busy market.
- Look beyond the CV.
Fresh candidates with the right attitude and qualifications can be moulded into long-term assets.
- Prioritise tech skills and communication. These qualities, alongside formal certification, are increasingly what separates top performers.
Ultimately, the message from the Edge team was clear: South Australia’s property and real estate sector is buzzing with opportunity, but competition for great people is fierce. Employers who adapt—by offering flexibility, realistic salaries, and a supportive culture—will be the ones who attract and retain the talent they need. And for job seekers, the outlook is equally positive: with persistence, preparation, and the right mindset, 2025 could be the year to make a confident career move.
