Quantity Surveyor Salaries 2026: Are We Seeing a Shift in What Candidates Really Value?

Salary has always been one of the biggest conversations within the Quantity Surveying market. Whether we are speaking to candidates considering their next move or employers looking to attract and retain talent, remuneration remains a key factor in almost every recruitment conversation.

Our recent Salary Survey highlights just how important salary continues to be for Quantity Surveyors. Nearly 90% of respondents identified a higher salary as one of the main motivators for leaving their current employer, demonstrating that financial reward remains the strongest driver when professionals consider a move.

However, the survey also highlighted an interesting challenge for the market: less than half of Quantity Surveyors said they were satisfied with their current salary.

This tells us that whilst salaries have not fallen, many professionals still feel there is a gap between where they are currently paid and where they believe their market value sits.

So, what does this mean for employers and candidates in 2026?

Salaries haven't fallen, but have they reached a plateau?

Over the past few years, the Quantity Surveying market experienced significant salary movement. Strong demand for experienced professionals, skills shortages and increased project activity meant many candidates were able to secure substantial increases when changing roles.

Today, the landscape feels different.

Having spoken with hundreds of Quantity Surveyors and hiring managers, our view is that salaries have largely held firm, but the pace of growth has slowed. We are seeing a period of stabilisation rather than decline, particularly in the Built Environment.

There will always be exceptional candidates who command a premium. Those with specialist expertise, strong client relationships, sector knowledge or proven leadership capability will continue to attract competitive offers.

However, employers are becoming more selective, and not every move will automatically result in a significant salary increase.

Why are employers being more cautious?

The construction consultancy market has become more commercially focused.

Many businesses have tightened their approach to recruitment, with clients demanding greater value and organisations looking carefully at every investment they make.

A new hire is no longer simply about filling a gap. Employers want to understand:

This means recruitment decisions are being scrutinised more carefully, and salary offers are increasingly linked to the value a candidate can bring rather than simply matching previous market increases.

What does this mean for Quantity Surveyors?

The survey results show that salary remains a major motivation, and it is completely understandable that professionals want to be rewarded fairly for their skills and experience.

However, candidates should also consider the wider opportunity when making career decisions.

A move purely for a higher salary does not always guarantee long-term success.

The strongest career moves usually involve a combination of factors:

A slightly higher salary today may not always be the best decision if the role limits progression or development. Equally, a move with a similar salary package could be hugely valuable if it positions someone for significant growth over the next few years.

The key question shouldn't just be: "How much more will I earn?"

It should also be: "Where will this opportunity take me?"

What does this mean for employers?

The message for employers is clear: salary still matters.

Whilst candidates are considering more than just money, our survey confirms that remuneration remains the biggest factor influencing whether professionals are open to moving.

Companies cannot rely solely on culture, flexibility or career development if their salary offering is significantly below market expectations.

However, attracting the best Quantity Surveyors is about creating a compelling overall package.

Successful employers are offering:

The best candidates are not always looking for the highest number on an offer letter, but they do need to feel valued.

Our view: A healthier, more balanced market

Whilst salary remains the biggest motivator for candidates, we believe the market is moving into a healthier place.

The rapid salary increases seen previously were challenging for both employers and employees. Businesses were sometimes making decisions based on urgency, while candidates could be tempted by short-term financial gains without always considering the long-term impact of a move.

Today's market feels more balanced.

Good Quantity Surveyors still have options. They are still highly valued. They can still negotiate.

However, the conversation is becoming broader than just salary.

The best career decisions are usually the ones that set you up for the next five years, not just the next payday.

For employers, the same principle applies. The organisations that can offer both competitive reward and genuine career opportunities will continue to attract the strongest talent.

Final thoughts...

Our salary survey demonstrates that remuneration remains a crucial part of the recruitment conversation. Nearly 90% of professionals still see increased salary as a key reason to consider a move, and many feel there is room for improvement in their current package.

However, the market is evolving.

Candidates are becoming more strategic about their careers, and employers are becoming more focused on hiring people who can deliver genuine value.

The result is a more considered market, one where the right opportunities, the right people and the right conversations matter more than ever.

Author: Claudine Gilbery-Phillips

Senior Quantity Surveyors: Why the Best Roles Are Moving, And Why You Should Pay Attention

Senior and Associate Director‑level Quantity Surveyors are among the most in‑demand professionals in today’s construction and consultancy market, yet many remain hesitant to explore new opportunities. If you’re in that position, you’re far from alone; staying put often feels like the safer option, even when the market is signaling that stronger roles may be available.

Demand for senior commercial talent continues to outstrip supply across residential development, infrastructure, and major programme delivery. Multiple businesses are often competing for the same individuals, offering higher salaries, equity potential, and clearer progression pathways, yet many of these roles still go unfilled. For employers, this shortage is a strategic challenge. For candidates, it represents leverage, choice, and the opportunity to shape a role rather than simply step into one.

From a recruiter’s perspective, the biggest barrier isn’t the availability of opportunities but the perception of risk. Many senior professionals assume that moving roles brings uncertainty, questions about culture, delivery expectations, or long‑term stability. These concerns are understandable, especially for those who have built credibility where they are. But the market has shifted. Businesses are becoming more flexible, more transparent, and more willing to tailor roles around the right person. Some of the strongest opportunities never reach the open market at all; they’re discussed quietly with a small group of trusted candidates who are open to a conversation. In reality, the best roles are often invisible unless you’re already in the room.

Even if you’re not actively looking, staying informed puts you in a stronger position. Conversations aren’t commitment, they simply help you understand your value and the direction of the market. It’s also worth benchmarking your current role, as gaps in salary, progression, project exposure, and autonomy often appear gradually over time. Being open to informal, confidential discussions can be valuable, as many senior‑level moves begin with a low‑pressure exploratory chat rather than a formal application. And thinking long-term is essential: consider where your current role is taking you versus where the market could take you in the next three to five years.

The market is moving, whether you are or not, and senior QS talent has more influence and choice today than at any point in the last five years. The only real risk is assuming that staying still is the safest option. If you’re open to a confidential conversation about what’s happening in the market and where you might fit within it, taking that first step could be more valuable than you think.

Author: Claudine Gilbery-Phillips

A Memorable Work Experience Day at Gardiner & Theobald

Written by: Claudine Gilbery-Phillips

On Monday, I had the absolute pleasure of visiting the Gardiner & Theobald office in London with my 13-year-old twin sons for a work experience day – and what a day it was!

As a recruiter who works in a small office with just one colleague, I initially had no idea how to give my boys a meaningful or engaging insight into the working world without them being bored senseless. But after chatting with one of my lovely clients, they kindly offered for me to bring the boys into G&T - and I’m so grateful they did.

We took the train into London, and the twins spent the journey researching what a Quantity Surveyor does and even looked up the origins of the Gardiner & Theobald name. When we arrived, we were warmly welcomed by one of the lovely PA's I've exchanged countless emails with but had never met in person. She took us onto the main floor where we were introduced to Jemma, an apprentice Quantity Surveyor, and Dan, an Assistant Quantity Surveyor - our fantastic guides for the day.

Dan and Jemma gave us a brilliant tour of the office, showing us various floors and aspects of the company, which helped bring the profession to life. Back at their desks, Jemma brought out CAD floorplans and set the boys the task of counting chairs, tables, and other elements - a challenge they took very seriously, turning it into a fierce (but fun!) competition to see who could be the fastest and most accurate.

Next up, Jemma gave them some cost plans to work through - calculating total costs from quantities and rates, and even working backwards to figure out the quantities needed. The boys had loads of questions, like “What happens if you get the cost completely wrong?” - Dan and Jemma answered everything with such patience and enthusiasm.

After the hands-on tasks, we moved to a meeting room where Dan presented one of their flagship projects. It was fascinating to see the transformation of a building I remember from years ago into a spectacular new space with restaurants, offices, and entertainment venues - not to mention the impressive infrastructure behind it. We’re already planning a visit once it’s completed later this year!

While I was there, I also took the opportunity to finally meet some of the clients I’ve been working with but had only connected with remotely. It was great to put faces to names and have real conversations with the people behind the emails - a rare treat in today’s virtual world.

Personally, it was an amazing opportunity to see firsthand how my Huntsman Consult clients operate day-to-day. But more than that, I was deeply impressed by how engaging, patient, and inspiring both Jemma and Dan were with the boys - especially when Dan mentioned his passion for drag racing, which happens to be a lifelong interest of their dad’s!

In a world where big businesses are often too busy to pause, it’s incredible to see a company like Gardiner & Theobald take the time to welcome young people into their environment in such an age-appropriate, thoughtful way. My boys still don’t know exactly what they want to do “when they grow up” (aside from becoming professional footballers, of course!), but after this experience, they realised there are other exciting and interesting career paths out there too. They genuinely enjoyed their time, were fully engaged throughout, and came away with a new appreciation for how the working world functions.

It also highlighted to me just how important it is to encourage younger people to explore construction as a career. It's a fantastic and often overlooked industry, full of opportunities for creativity, innovation, and progression - and clearly capable of capturing young imaginations when presented in the right way.

Thank you so much to everyone at G&T who made the day possible - especially Dan, Jemma, and the kind client who offered us this opportunity. We won’t forget it.

Photos by: Claudine Gilbery-Phillips