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The strongest property CVs make commercial relevance obvious. They show what you were responsible for, what you achieved and how that experience fits the vacancy.
Use a structure recruiters can scan
- Contact details and location. Make it easy to understand where you live and how you can be reached. You do not need to publish your full address.
- Focused profile. Summarise your level, relevant strengths, target role and reason for moving. Avoid generic claims.
- Core skills. Include skills that genuinely match the vacancy: valuations, instructions, viewings, negotiation, property management, compliance, prospecting or CRM use.
- Reverse-chronological employment. Put the most recent role first and explain responsibilities with achievement-led bullets.
- Education and qualifications. Include relevant Propertymark, TPI, RICS or other professional learning accurately.
Show outcomes—not only duties
Experienced candidates should include accurate measures where possible:
- Instructions won and valuation conversion.
- Fees, revenue, exchanges, lets agreed or personal billings.
- Target achievement and ranking within a team.
- Portfolio size, arrears reduction or service standards.
- Team size, branch responsibility and progression.
- Customer reviews, retention or referral results.
Do not invent numbers. When precise figures are confidential or unavailable, describe scale responsibly—for example, a high-volume branch, a multi-site portfolio or consistent target achievement.
If you have no estate agency experience
Lead with transferable evidence rather than apologising for the career change. A hiring manager needs to see why your background predicts success.
- Sales and upselling results.
- KPI or appointment targets.
- Customer complaints resolved.
- Telephone confidence and follow-up activity.
- Diary management and accuracy.
- Local knowledge and a credible reason for choosing property.
CV mistakes that can cost interviews
- No clear target role or career direction.
- Long paragraphs that hide achievements.
- Job titles or dates that do not match LinkedIn.
- A skills list unsupported by the employment history.
- Over-designed layouts that are hard to scan.
- Spelling mistakes in a document meant to demonstrate attention to detail.
- Sending the same CV for sales, lettings, property management and senior leadership roles.
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