Melbourne Real Estate Recruitment in 2026: What 2025 Changed and What Comes Next

If 2025 taught Melbourne real estate anything, it’s this: hiring has become far more considered on both sides of the fence.

Agencies spent the year recalibrating. Not panicking, not over-hiring, but paying closer attention to who can actually keep a business running well day in, day out. At the same time, candidates stopped rushing into roles that didn’t feel right. People asked better questions and if the answers weren’t there, they were comfortable with the ‘no change’ option.

“Good candidates aren’t desperate right now. They are deliberate.”

Across Melbourne, property management and operational roles continued to be some of the hardest to fill. Experienced property managers, commercial specialists and reliable support staff remained in short supply and many agencies realised that waiting on the perfect CV to come in was not realistic.

What worked better? Letting go of previous ideals about what experience has to look like.

“Years in real estate matter less than how someone shows up.”

Throughout 2025, more agencies became open to candidates from hospitality, retail, customer service and finance. These are people typically know how to deal with pressure, can communicate clearly, and stay organised when things get messy. With the right training and support, many of these hires proved to be strong, loyal performers.

As we head into 2026, this shift has become a new hiring strategy.

The property industry has always been keen to harness technology. In 2025, technology played a bigger role than ever. The introduction AI has been embraced whole-heartedly in the industry. Digital leasing, CRMs, cloud-based platforms and AI-supported ways of working are now part of everyday operations in most Melbourne real estate agencies. Candidates don’t need to be experts in tech but they do need to be comfortable using systems and learning new tools.

"Tech confidence isn’t about being clever, it’s about taking initiative to keep up."

Candidates who can blend people skills with digital confidence are consistently in demand, even in roles that were once considered purely hands-on.

And then there’s the conversation that really changed in 2025: support.

Candidates are no longer just asking about salary. They want to know about portfolio sizes, after-hours expectations, mental health, leadership style and whether there’s actual backup when things get busy (and being busy is a good problem for everyone!).

"Flexibility isn’t a perk anymore. It’s part of the job."

Agencies that could speak clearly and honestly about how they support their people stood out. Not necessarily a ‘perfect scenario’ but realistic workloads, good communication, and leaders who are present, were top call outs in this area.

This is where specialist real estate recruiters are continuing to play an important role. Sitting between candidates and agencies every day gives us a clear view of what is changing, what’s working across the board, and where expectations aren’t lining up.

For agencies, that means fewer mis-hires and reducing wasting time interviewing people who were never going to be the right fit. For candidates, it means honest conversations, proper guidance and access to roles that are not advertised.

Looking ahead to 2026, the message is simple. The Melbourne real estate industry has matured, not slowed. The people who will thrive are the ones willing to hire, and choose roles, with a bit more intention.