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

2026 Huntsman Consult Salary Guide

Our 2026 salary guide is now available!

Get the inside track on what YOU should be earning if you are working in the sector. From Assistant to Board Level.

Our latest guide includes: 

Whether you're hiring or actively looking, this guide helps you benchmark with confidence.

👉 Sign-up to receive to full Guide and stay ahead of the curve.

Why Working With a Recruiter Is the Smartest Move a Candidate Can Make

Most candidates start their search the same way: scrolling through job boards, submitting applications, and hoping for a response. Some will have industry contacts and approach them directly. But in a market where competition is high and hiring processes are increasingly complex, going it alone often leads to frustration and missed opportunities.

Working with a recruiter changes the experience entirely. A good recruiter doesn’t just “find you a job”, they become a strategic partner who opens doors, positions you effectively, and guides you through the process with clarity and confidence. At Huntsman, we see this every day. The candidates who work with us don’t just secure roles; they secure the right roles aligned with their career and personal ambitions.

This article explains why partnering with a recruiter is one of the smartest decisions a candidate can make and hopefully will give you the confidence to partner with Huntsman when considering your next move.

1. Most Opportunities You Won’t Find Online

Many of the most exciting roles never reach job boards. Our clients often brief us before advertising publicly and, in most cases, instead of advertising at all.

Recruiters have access to exclusive roles, confidential vacancies, and unadvertised opportunities. This gives you a genuine advantage. Instead of competing with hundreds of applicants, you’re being put forward for roles where you have a real chance to stand out.

2. A Recruiter Actively Promotes Your Strengths

When you apply directly, your CV is one of many. When a recruiter represents you, someone is actively advocating for you.

We don’t just send your CV. We tell your story. We explain why you’re a strong fit, what makes you different, and how your experience aligns with the employer’s priorities. This context is often what moves a candidate from “maybe” to “interview” purely based on the trust we have built with our clients.

3. Expert Guidance on Your CV, Interviews, and Strategy

A strong recruiter knows what hiring managers respond to and what they don’t.

We help you refine your CV, strengthen your project examples, prepare for interviews, set realistic salary expectations, and shape your overall job‑search strategy. This isn’t generic advice. It’s tailored, practical, and based on real conversations with employers across the industry.

4. Honest Feedback Instead of Silence

One of the biggest frustrations for candidates is the lack of communication when applying directly.

Recruiters provide constructive feedback, clarity on timelines, insight into what the employer really thought, and guidance on how to improve for next time. This transparency helps you stay motivated and continuously improve.

5. Professional Support During Salary Negotiations

Negotiating salary and package directly with an employer can feel uncomfortable. Recruiters do it every day and know what’s realistic, what’s negotiable, and how to secure the best outcome.

We help you achieve a stronger salary, the right job title, and a package aligned with your market value. You gain the confidence of knowing someone is fighting your corner and has your best interests at hand.

6. A Faster, Less Stressful Job Search

Job searching can feel like a full‑time job. Recruiters streamline the entire process.

We shortlist roles that genuinely fit, manage communication with employers, arrange interviews, chase feedback, and keep the process moving. You focus on preparing , we handle the admin allowing you the time to concentrate on what is important.

7. A Long‑Term Career Partnership

The best recruiters don’t just place you in a role and disappear. They stay in touch, keep you informed about the market, and support your long‑term career development.

We help with career planning, salary benchmarking, future opportunities, and market insights. It’s a relationship that grows with your career, not just a one‑off transaction.

Conclusion

Applying directly puts you in a queue. Working with a recruiter puts you in front of decision makers with someone actively championing your value.

For candidates in the Built Environment who want clarity, confidence, and access to better opportunities, partnering with a recruiter isn’t just helpful, it’s a strategic advantage. When you work with a consultancy that genuinely understands your sector, your ambitions, and your strengths, the results speak for themselves.

We have helped 100s of Quantity Surveyors and Project Managers secure roles across the UK Built Environment consultancy market and have deep-rooted relationships with the clients we represent.

For our latest opportunities, please visit our Live Jobs page here:

JOB SEARCH

Author: James Waissel

Why Everyone Else in the Interview Room Looks Just Like You

You've sent out 20 applications, had two interviews, and walked out of both thinking they went well.

Then nothing. No call, no email, no feedback.
Just silence.

If that sounds familiar, you're not failing. You're blending in.

The problem isn't your CV...

Graduate construction Project Management roles are competitive, but not in the way most people think. The firms hiring you are not looking for the most technically polished graduate in the room. At this level, nobody really has technical depth yet. Everyone has a degree, everyone did a placement year or a few site visits. Everyone can talk about a project they worked on at uni.

The CVs almost look identical.
The LinkedIn profiles almost look identical.
And in the interview, the answers almost sound identical too.

That is the actual problem. Not your grades, not your lack of experience. You are one of fifteen people saying the same things in the same way, and the person hiring has to pick one of you.

What actually separates the person who gets hired?

I have been on both sides of this.

When I was a graduate PM trying to break in, I lost count of all the interviews I went to. I remember one in particular where I turned up in jeans. Everyone else wore a suit.

I didn’t get the job and I didn’t deserve to get it.

This taught me a very important, yet simple, lesson: Every room has a standard, and you must meet it before you even open your mouth. The people in that room would have already formed an impression of you, based on how you're dressed, whether you arrived on time and how you walked in.

But meeting the standard is not enough on its own.

The job I actually landed came from an interview where I had to present a case study. When they asked me what I would bring to the company as a graduate, I spoke confidently, and I worked in a joke about being very good at making tea.

It got a laugh.
It also got me the job.

I’m not saying you should crack jokes in every interview. I am telling you what hiring managers in construction consultancy won’t say out loud: they are picking the person they actually want to sit next to for the next five years. Technical skills can be taught. Confidence, personality, and the ability to hold a room can't.

When fifteen graduates are equally qualified on paper, the one who comes across as a person, rather than a rehearsed answer, wins every time.

Three things to take into your next interview and your next application.

So what do you do?

First, start by getting the basics right, not because they'll win you the job, but because getting them wrong will get you rejected.

▪️Wear a suit to in-person interviews unless you have been specifically told otherwise.
▪️Arrive ten minutes early.
▪️Know the name of the person interviewing you and one or two of the projects the firm has recently delivered.

None of this wins you the job, but it shows that you paid attention before you walked in the door.

Second, have one thing about you that is memorable. Not a gimmick, something unique to you. Something memorable. It might be a project you genuinely care about, a hobby that says something about how you think, or your personal perspective on the industry. After the interview, when the interviewers are debriefing, they should be able to finish the sentence "the one who..." with something specific about you. If they can't, you're forgettable. The forgettable doesn't get hired.

The third and last one is the most important and the hardest to fake. Let your personality through. Construction is a people business. Project Managers spend their days managing clients, contractors, designers, and internal teams. If you sit across the table looking terrified and giving textbook answers, you're quietly telling the interviewer you can't actually do the job.

Make eye contact. Smile naturally. React if something is funny. If you have an opinion, say so. The graduates who get hired aren’t the ones with the perfect answers, they are the ones the interviewer can picture in next Tuesday’s site meeting.

The market is not against you. Your competition is just better at being themselves than you are right now.

Fix that, and the interviews will start converting.

Are you coming out of university and trying to land your first construction Project Management role?
Send your CV to Huntsman Consult.

We'll give you an honest read on where you stand and what to work on.

Author: Jonas Rajackas

What are Project Managers and Quantity Surveyors actually earning across London right now?

2026 Salary Survey is LIVE!

Every year, the same conversation comes up…

A candidate thinks they're underpaid.
A client thinks they're offering above market value.
More times than not, both sides are guessing.

With your input, we can help by providing them with accurate market insight.

We're launching our annual Salary Survey on 22 May 2026, focused on Project Managers and Quantity Surveyors across the London Built Environment, and we want to hear from YOU.

Whether you're a Senior QS wondering if it's time to push for a pay rise, a Director benchmarking your team's packages, or an Assistant PM figuring out what the next step looks like financially, this is the data that matters.

Real salary data. Real market insight. From the people actually doing the work.

We'll publish the full results in July, sent directly to everyone who takes part. You'll get a clear, honest picture of where salaries sit across levels, sectors, and company types so that you can make an informed decision, whether you're hiring or job hunting.

AND there's a Prize Draw!

As a thank you for your time, every fully completed response goes into a prize draw.
The Prize you ask…

2x £50 Amazon Vouchers!!

Two winners will be drawn at random after the salary guide goes live in July.
Only one entry per person using a valid email address. (View T&Cs below.)

The more people who participate, the better the data. So, share the survey with colleagues and peers across the industry. We're looking for responses from all levels, Assistants through to Directors and Partners.

Three minutes. Real market insight. And a chance to WIN.

Our survey is LIVE, click below to take the survey and stand a chance to WIN.

Take the Survey
T&C's

Huntsman Consult 2026 Salary Survey - Prize Draw Terms & Conditions

1. The Prize Draw
The prize draw is free to enter. No purchase or payment is required. 

2. Eligibility
The prize draw is open to UK residents aged 18 or over who work for a UK consultancy within the built environment industry (PM or QS). 

3. How to Enter

  1. To enter the prize draw, participants must complete the 2026 Huntsman Consult Salary Survey in full via the link provided on 22 May 2026.
  2. Partial completions will not qualify as a valid entry.
  3. One entry per person. Multiple entries from the same individual will not be added to the final draw.
  4. Only a valid, personal email address will qualify and be entered into the lucky draw.
  5. Entry is FREE, and no purchase is necessary.

4. Entry Period
The survey and prize draw entry period opens on 22 May 2026 and closes at 23:59 on 30 June 2026.
Entries submitted outside of this period will not be accepted.

5. The Prize
Two (2) winners will receive one (1) Amazon gift card to the value of £50 (GBP).
The prize is non-transferable, non-refundable, and cannot be exchanged for cash or any alternative prize.

6. Winner Selection
The winners will be selected at random from all valid entries received within the entry period. The draw will take place early in July 2026. 

7. Winner Notification
The winners will be notified by email using the address/number provided at the time of survey completion. The Promoter will make reasonable efforts to contact the winners. If the winners cannot be contacted or do not respond within 14 days of notification, there will be a redraw for a replacement winner/s.

8. Prize Announcement
The two (2) winners' first names and job roles may be announced publicly on Huntsman Consult's LinkedIn page and/or in email communications. Full name, employer, and any other identifying details will only be included with the explicit written consent of the winners. Participants consent to their first name and role being used in this manner as a condition of entry.

9. Data & Privacy
Personal data submitted as part of the survey will be used by Huntsman Consult Ltd to administer the prize draw and to produce the 2026 London Built Environment Salary Guide. Data will be handled in accordance with Huntsman Consult's Privacy Policy and applicable UK data protection legislation (UK GDPR). Survey responses used in the Salary Guide will be anonymised and aggregated. Personal contact details will not be shared with third parties without consent.

10. General
The Promoter (Huntsman Consult) accepts no responsibility for entries not received due to technical issues, internet connectivity failure, or any other reason beyond its reasonable control. 

11. Responsible Promoter Statement
This is a free prize draw. No payment is required to enter, and no payment increases the chance of winning. The prize draw is not affiliated with, endorsed by, or administered by Amazon or any other third party.

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

Q1 2026: Exceeding Targets and Looking Ahead

By James Waissel, Founder & PM Recruiter

Q1 is done, and honestly, it's been a brilliant start to the year.

We set ourselves a target coming into 2026 and we've finished the quarter having delivered 100% above it. That's not something we take lightly. It reflects the trust that both candidates and clients have placed in us, and we don't underestimate that for a second.

To every project management and quantity surveying professional who came to us with their career in their hands, Thank You. And to every consultancy client who has partnered closely with us to find the right people for their businesses, we genuinely appreciate the confidence you've placed in Huntsman Consult. The results speak to what happens when both sides of the relationship are fully committed and aligned.

What the Market is Telling Us

It would be easy to just celebrate the numbers and move on, but the more interesting story is what we're seeing on the ground.

Demand within the commercial office space remains strong. Cut and carve, Cat A and Cat B fit-out, these are all areas where we're seeing consistent appetite for experienced talent. The hospitality sector continues to hold up well too.

The real headline, though, is residential. It's starting to come back. We're increasingly seeing clients in both the QS and PM space looking for experienced professionals to support build-to-rent, PBSA and co-living schemes. There's also a growing thread of change-of-use work coming through - office to hotel, office to residential - which is creating its own set of requirements for skilled, adaptable people who understand the complexity of those conversions.

What Q2 Holds

We're heading into the next quarter with momentum and a clear direction.

Beyond the sectors we're already active in, we're exploring new verticals, some of which we'll be sharing more on in the coming weeks. Huntsman is growing, and we're being deliberate about how we do that.

For candidates, our focus remains exactly what it's always been: understanding where you want to go and helping you get there, not just filling a role, but building a career.

For clients, we're doubling down on the quality and speed of our search. The market is competitive for talent right now, and the businesses that move with purpose are the ones winning.

We're looking forward to a strong Q2 and beyond. If you're a candidate thinking about your next move, or a business that needs the right people to deliver, let's talk. Get in touch with the Huntsman team today.

Get in touch with the Huntsman team today.

Here's to a successful quarter ahead.

Here is what James Waissel had to say:

It's time to benchmark your salary!


We have launched our end of year 2025 Salary Survey for Project Managers and Quantity Surveyors across London.

This quick survey will help you see how your salary and benefits compares within the current market, giving you a clear picture of where you stand as we head into 2026.

If you haven’t taken part in this survey yet, now’s the time!

Here is the link to complete the survey, it takes just a few minutes:
👉 Complete the Salary Survey

The full report, including salary trends, market movements, and key hiring insights, will be released in the first week of December.

How to make your CV stand out in the UK Built Environment

CV Writing Tips for Project Managers and Quantity Surveyors

Your CV isn’t a job description. It’s your proposition of worth.

The UK built environment is evolving faster than ever. Sustainability pressures, digital transformation, funding challenges, and shifting client expectations mean employers are no longer just hiring “project managers” or “quantity surveyors.”

They’re hiring problem-solvers who can deliver measurable outcomes in uncertain conditions.

Yet too many CV’s still read like outdated job descriptions:
“Managed X project. Oversaw Y team. Chaired stakeholder meetings. Delivered Z tasks.”

It sounds fine on paper, but here’s the problem… That could be anyone. It tells me what you were responsible for, not what you changed. And in a competitive UK market where every role attracts dozens of applicants, generic CV’s don’t survive the shortlist stage.

Your CV must do more than say what you did. It must prove the difference you made.

Why traditional CV’s no longer work

For years, “responsibility-driven” CV’s were tolerated. Not anymore.
The landscape has shifted:

This is why your CV can’t be a diary of duties. It needs to be a strategic document that tells a hiring manager why you’re a catalyst for better outcomes.

Ask yourself:

Every bullet point on your CV should answer one question: What changed because I was there?
That’s impact. And impact is what makes clients and consultancies pay attention to you.

Translate activity into Impact

Impact is the proof that you’re not just filling a role - you’re shaping outcomes.
Here’s the difference:

❌ Activity-focused CV line:
“Managed projects from inception to completion.”
✅ Impact-focused CV line:
“Delivered a £25m commercial scheme two months ahead of schedule, achieving a £1.2m saving through value engineering decisions.”

❌ Activity-focused CV line:
“Responsible for cost planning and reporting.”
✅ Impact-focused CV line:
“Produced robust cost plans for a £100m mixed-use development, identifying £3m in savings and improving forecast accuracy by 15%.”

See the difference?
One tells me what you did. The other tells me why you were worth hiring.

What employers are really looking for

The UK built environment is shifting fast, clients want more than a “safe pairs of hands.” In 2025 and beyond, PM’s and QS’s who thrive will have CV’s that demonstrate:

These are the results that separate strong candidates from the rest.

Here are a few practical CV Tips for PM’s & QS’s

  1. Tailor for the market you’re in – A CV for a heritage project role should look different from one aimed at cutting-edge commercial schemes.
  2. Evidence with data – £ savings, % improvements, time reductions, programme certainty. These metrics cut through immediately.
  3. Prioritise impact in the top third – Employers skim before they read. Make your headline achievements unmissable.
  4. Use language of outcomes, not duties – “Delivered, improved, secured, reduced, increased” are verbs that show impact.
  5. Connect to industry priorities – If you’ve worked on net zero targets, digital transformation, or client relationship turnarounds - say it. Those are today’s hiring triggers.
  6. Keep it lean: 2–3 pages max. Quality over quantity.

Final Thought

Here’s the forward-looking truth: within the next 5 years, traditional CV’s will likely evolve further. Digital portfolios, LinkedIn visibility, and project-based evidence (dashboards, BIM data, client testimonials) will increasingly supplement paper CV’s.

But for now, the best CV’s for UK PM’s and QS’s are the ones that show your worth. A clear, evidence-backed argument for why hiring you results in better outcomes.

Think of your CV as a business case. A title tells me what seat you occupied.
Duties tell me what you were expected to do. Results tell me why you’re the person worth hiring.

👉 So, does your CV talk about impact, or just activity?

How Huntsman Consult Can Help

At Huntsman Consult, we specialise in placing Project Managers and Quantity Surveyors across London and the wider UK built environment.

We know exactly what hiring consultancies want to see, and how to position your CV so it rises above the noise.

Whether you’re looking to step up into a senior role, break into a new sector, or simply make sure your CV reflects the true impact of your work, we can help.

Get in touch today to have a confidential conversation about your next career move.
Let’s make sure your CV tells the story that gets you hired.

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