Experts in Property & People


Jackson Sims Recruitment is a market-leading recruitment consultancy with offices in the UK and ASIA. Through our extensive network and with the latest technology, we are able to create the right future for both our clients and candidates. Whether a candidate or client, there is no need to go through the hiring process alone.

If you are a temporary worker you can contact our site staff team with your availability at .

You can contact our management team on or find our direct contact details listed below.

For our latest opportunities please click the Current Vacancies button below.



Work With the Best

Work With the Best
The candidates' we represent vary from Junior  to senior level. We understand that everyone’s career goal is unique. By listening to your requirements, we are able to narrow down a list of interesting options and employers. Our marketing-leading software enables us to create an online profile for you including pictures, video and supporting documents. This combined with our experienced team better represents you as a candidate to maximise your chance of success.  We are always open to offer impartial advice to any potential candidate whether you are seeking a new role or not. Our expansive network has always been our biggest strength, and it continues to grow daily. Interested in joining us? Contact us here.


Comprehensive Solutions

We offer a number of bespoke solutions from retained searches through to contingent recruitment. Our unique platform provides a seamless and efficient way for us to connect you with the right talent. Via a single online portal, you are able to post vacancies, review shortlisted candidates and feedback to your assigned recruiter. Depending on your needs, we will outline the expected service levels for your hiring process. All of the candidates we introduce are interviewed and referenced, giving you confidence in our shortlist. We only take on a limited number of openings, which in turn means we can dedicate more time to your vacancy. Would like to know more? Contact us here?



Making Notes


Successful Manager






Director - APAC

Stuart has successfully built three recruitment companies. He has made a number of high profile placements within real estate firms and prestigious property developers throughout the world. Stuart heads up the Singapore office for Jackson Sims Recruitment. Stuart was named as one of the 100 most influential people in property two years in row. Contact Stuart for operational matters and positions within the APAC region.

0203 287 9484



Director - UK

Before a successful career in recruitment, Michael was a Senior Manager in one of the UK’s largest property management companies. He understands first hand the internal operational requirements of a property company, and how to identify the right people to deliver this. Michael is a full member of the IRPM and an associate of the RICS. Contact Michael for position within leasehold management.
0203 287 8754



Associate Director - Real Estate

Daniel has been the principal recruiter and department head for multiple property recruitment firms. He has enjoyed success working with some of the UK's leading developers, and being the recruitment lead on some of London's most exclusive properties. Contact Daniel regarding roles within leasehold management.

0203 287 0356



Recruitment Consultant - Residential

With over 10 years extensive experience working alongside large established companies across many regions, Demi's professional capabilities and communication skills are of the highest standard. Her most recent post involved attracting and recruiting extremely high-profile candidates in prestigious roles. Demi is a trusted, reliable and approachable consultant.

0203 287 6469



Associate Director - Estate Management & Concierge

For the last 8 years’, James has recruited staff at the highest level for properties across the UK. Working as the lead on some of London's super prime developments, James has a network of the best talent currently working on, and with, residential sites. His strategic ability has delivered complex mobilisation projects with speed and retention. Contact James for any roles within Estate Management and Concierge.
0208 638 7583



Senior Recruitment Consultant
- Residential

Brooke has worked in the recruitment industry for the last 6 years specialising in block management, estate agency, accountancy, finance, legal, human resources and sales. She understands the importance of building healthy long standing relationships with both clients and candidates. Contact Brooke if you are looking to progress your property career.

0203 287 0370



Recruitment Consultant - Estate Management & Concierge

Hannah has worked in recruitment for 4 years, having acquired extensive knowledge in the property management sector. She is an expert in recruiting for both permanent and temporary positions, with a strong focus on on-site staffing for luxury residential developments. She is highly skilled in building long standing client relationships having successfully assisted a number of major UK managing agents.
0203 575 1299



Recruitment Consultant

With extensive experience working in both Block Property Management and Estate Agency across the commercial and private sector, Jessica has an excellent portfolio of knowledge that helps her identify the perfect fit between client and candidate.
Jessica is tenacious, affable and applies her extensive knowledge of the property sector into recruitment. 
0208 638 5375



Recruitment Consultant - Estate Management & Concierge

Freddie Brewer started Jackson Sims Recruitment as our first trainee consultant. After finishing our apprenticeship scheme Freddie Brewer has made an impactful contribution to the temporary staff desk thus far. As well as making placements Freddie Brewer gave his time to work on a variety of London properties to get first hand experience of the daily schedule of site staff.
0203 290 6319



Consultant to Director Contact US

We are always looking for talented individuals to join us at Jackson Sims Recruitment. We offer market leading commission schemes and a basic salary to suit your needs.  Our benefits include, 
Unlimited Annual Leave
Flexible Hours
Remote Working
Prestigious Workspace
0203 287 9484





SpecialEffect is a UK based charity which uses video games and technology to enhance the quality of life of people with disabilities. We have pledged an annual donation alongside partnered events to help improve the quality of life to the differently abled.



We are the proud sponsors of West London football club Atonians LFC. The Football Club was founded in 1925 and has gradually grown into one of the largest and most successful amateur football clubs in the London area. Atonians LFC currently play in the women’s Premier League Division.



Together with Universal Security we sponsor car number 13 driven by James Blake-Baldwin in the Ginetta GT4 Supercup. As one of the UK’s longest standing security companies Universal have continued to support and provide ‘best in class’ solutions to meet and exceed customer expectations.



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Jackson Sims Recruitment LTD, 4 Capricorn Centre, Cranes Farm Road, Basildon, Essex, United Kingdom, SS14 3JJ, is a human capital advisory firm advising on leadership, talent identification, assessment, recruitment and retention. As a data controller, we are committed to protecting the privacy of your personal data and we summarise here our policies regarding the collection, use and transfer of your personal data, the security measures we employ to protect such data and your rights and choices with regard to access or use of such data.

Policy Overview:

  • This policy sets out the types of personal data that we collect about you

  • This Policy explains how and why we collect and use your personal data

  • This policy explains how long we keep your personal data for

  • This policy explains when, why and with who we will share your personal data;

  • This policy sets out the legal basis we have for using your personal data;

  • This Policy explains the effect of refusing to provide the personal data requested;

  • This Policy explains how we may contact you and how you can contact us.

Personal Data

We collect a variety of personal data in order to provide our advisory services. For candidates, this typically includes a CV, tracking of your employment history, degree(s) and other qualifications, languages and other skills as well as contact information. It may also include, age, nationality and gender, compensation details (where permitted by applicable legislation), a record of our contact history with you and comments, views or references from third parties. Where applicable, it will also include interview notes and a record of individual preferences and competencies. We advise you not to provide information which may be deemed sensitive on your CV as we will retain any documents that you have provided. For clients and potential clients, referees and sources data typically includes contact details, company information and role and for anyone receiving assessment or coaching from us, we will also process any additional personal data that you choose to provide to us during the course of either of these. In addition to information provided by you, we may gather information from LinkedIn, Google, Company websites, press and periodicals and other publicly available sources as well as third parties such as sources/referees. Selectively, we may hold sensitive personal data if relevant to a specific search and subject to your explicit consent.

Legal Basis for Using Your Data

For prospective candidates, candidates, referees, sources and clients, our processing is necessary for our legitimate interests in that we require the information in order to be able to assess suitability for potential opportunities, to find potential candidates and to contact clients and referees. We evaluate information to ensure that our processing is necessary and that your fundamental rights of privacy are not outweighed by our legitimate interests, before we proceed with the processing. We keep a record of these balancing tests. You can find out more about the information in these balancing tests by contacting us using the details below.If you are coached or assessed by us, then this may involve processing of more detailed personal data including sensitive data that you or others have provided. In these cases, we will always ask for your consent before undertaking such processing. For clients, we may also rely on our processing being necessary to perform a contract for you.

Use and Processing of Personal Data

Data collected or received on potential candidates is used in the usual course of our business for one of Jackson Sims Recruitment LTD’s confidential executive or non-executive searches. Summary biographical data may be shared with a client in the context of a particular search, for example to identify the most highly qualified and talented individuals within the markets we serve or to illustrate a typical profile within the individual search parameters. No representation is made about your interest or availability to contemplate such a role at this stage. Before presenting further details or indicating any potential interest you might have, we would make direct contact with you.

Your personal information may also be used anonymously and in the aggregate in order to put together industry, marketing and employment statistics. Used in this matter, your personal information becomes non-identifying.

We use your data to provide the services to your organisation, to manage our relationship and account with you and your organisation.

Referees and Sources
We use your data to obtain your opinion regarding candidates in the course of providing the services to our clients. In securing a reference from you about one of our candidates, we may process your contact details. We may also process certain professional details (such as your job title and employment history) and your connection to the candidate.

Who We Share Your Personal Data With

We may share your personal data with the following types of third parties for the purposes described in this policy:

  • In the case of candidates, referees, and sources, we may share your information with clients who will need to process your information for the purposes we have described in this policy.

  • In the case of candidates, we may share your information with third parties who we have retained to provide services such as degree and/or license verification checks, to the extent that these checks are appropriate and in accordance local laws.

  • Similarly, for candidates we may share your information with sources and referees with whom we liaise in connection with providing the services to our clients.

  • For sources and referees, we endeavour to keep your information confidential from the candidates you discuss with us, but under limited circumstances, your information may be disclosed to them.

  • We may share your information with any competent law enforcement body, regulatory or government agency, court or other third party where we believe disclosure is necessary as a matter of applicable law or regulation; to exercise, establish, or defend our legal rights; or to protect your vital interests or those of any other person.

  • We may share your information with third party service providers (our vendors) who perform functions on our behalf (including external consultants, business associates and professional advisers, such as lawyers, auditors, accountants, technical support providers, and third party travel agencies, outsourced IT and document storage providers).

  • We may share your information with a potential buyer (and its agents and advisers) in connection with any proposed purchase, merger, or acquisition of any part of our business, provided that we inform the buyer it must use your personal information only for the purposes disclosed in this policy.

  • We may share information with any other person with your consent.

Please be assured that we do not sell your information to third parties or use the information for purposes that are incompatible with those set forth in this policy.

What happens if you do not provide us with the information we request or ask that we stop processing your information?

If you do not provide the personal data necessary, or withdraw your consent for the processing of your personal data, we may not be able to match you with available job opportunities

Data Security and Integrity

The data is stored in a secure, proprietary and highly confidential database accessible only by Jackson Sims Recruitment LTD’s employees.

We use our best efforts to ensure that data is accurate, complete, current and reliable for its intended use. We use appropriate technical and organisational measures and safeguards to help protect your personal data from unauthorised access, misuse, alteration or loss. Our internal policies and procedures are designed to help ensure we safeguard the privacy and accuracy of all data we collect or process. To the extent that we disclose personal data to clients or third parties, we will request that they properly protect the security and confidentiality of such information and otherwise process such data in accordance with applicable law.

To match candidate profiles to current opportunities we may transfer your personal data to clients and partners in countries outside the EEA. These countries privacy laws may be different from those in your home country. Where we transfer personal data to a country that has not been deemed to provide adequate data protection standards we always have security measures and approved model clauses in place to protect your personal data. To find out more about how we safeguard your personal data as related to transfers contact us on the details below.

How Long We Keep your Data

We only retain your information for as long as is necessary for us to use your information as described above or to comply with our legal obligations. However, please be advised that we may retain some of your information after you cease to use our services, for instance if this is necessary to meet our legal obligations, such as retaining the information for tax and accounting purposes.

  • When determining the relevant retention periods, we will take into account factors including:

  • our contractual obligations and rights in relation to the information involved;

  • legal obligation(s) under applicable law to retain data for a certain period of time;

  • our legitimate interest where we have carried out a balancing test (see legal basis above);

  • statute of limitations under applicable law(s);

  • (potential) disputes;

  • if you have made a request to have your information deleted; and guidelines issued by relevant data protection authorities.

Otherwise, we securely erase your information once this is no longer needed.

The Use of Cookies

Our Cookies do not collect personal information about you. 

Your Rights

You have the right to obtain access to your personal data; to have it updated or corrected if it is inaccurate or incomplete; to request that we restrict its processing or remove your data entirely from our system at any time. You may request the transfer of your personal data to a third party or request no further contact from Jackson Sims Recruitment LTD. When asked to remove a record from our database, Jackson Sims Recruitment LTD will retain minimal information to ensure we do not contact you or collect such information again or to keep a record of any information disclosed to our clients. You have the right to bring a complaint to the relevant data protection authority in your jurisdiction.

If you don’t wish us to hold any data on you or would prefer that we do not contact you for any reason, or if you are unhappy with how we’ve handled your information, or have further questions on the processing of your personal data, please contact us at

 We respond to all requests we receive from individuals wishing to exercise their data protection rights in accordance with applicable data protection laws.

Changes to the Privacy Policy

Jackson Sims Recruitment LTD reserves the right to modify or amend the Privacy Policy at any time and for any reason, as permitted by applicable law. If there are material changes to the Privacy Policy, we will post those changes here.



Purpose of policy
1.    Jackson Sims Recruitment LTD (the Employer) takes health and safety issues seriously and is committed to protecting the health and safety of its staff and all those affected by its business activities and attending its premises. This policy is intended to help the Employer achieve this by clarifying who is responsible for health and safety matters and what those responsibilities are.
2.    This is a statement of policy only and does not form part of your contract of employment. This policy may be amended at any time by the Employer in its absolute discretion. The Employer will review this policy at regular intervals to ensure that it is achieving its aims effectively.
Who is responsible for workplace health and safety?
3.    Achieving a healthy and safe workplace is a collective task shared between the Employer and staff. This policy and the rules contained in it apply to all staff of the Employer, irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and  contractors, casual or agency staff, trainees, homeworkers and fixed-term staff.  Specific responsibilities of staff are set out in the section headed "Responsibilities of all staff" below.
Employer responsibilities
4.    The Employer is responsible for:
a.   taking reasonable steps to safeguard the health and safety of staff, people affected by the Employer's business activities and of people visiting its premises;
b.   identifying health and safety risks and finding ways to manage or overcome them;
c.   providing a safe and healthy place of work and safe entry and exit arrangements, including during an emergency situation;
d.   providing and maintaining safe working areas, equipment and systems and, where necessary, appropriate protective clothing;
e.   providing safe arrangements for the use, handling, storage and transport of articles and substances;
f.   providing adequate information, instruction, training and supervision to enable all staff to do their work safely, to avoid hazards and to contribute positively to their own health and safety at work. The Employer will give you the opportunity to ask questions and advise who best to contact in respect of those questions, if you are unsure about how to safely carry out your work;
g.   ensuring any health and safety representatives receive appropriate training to carry out their functions effectively;
h.   providing a health and safety induction and appropriate safety training to your role;
i.   promoting effective communication and consultation between the Employer and staff concerning health and safety matters and will consult with staff directly relating to health and safety;
j.   if an epidemic or pandemic alert is issued, providing instructions, arrangements and advice to staff as to the organisation of business operations and steps to be taken to minimise the risk of infection; and
k.   regularly monitoring and reviewing the management of health and safety at work, making any necessary changes and bringing those to the attention of all staff.
5.    The board of directors of the Employer has overall responsibility for health and safety and has appointed James Brewer Director as the Principal Health and Safety Officer with day-to-day responsibility for health and safety matters.
6.    Any concerns about health and safety matters should be notified to the Principal Health and Safety Officer.
Responsibilities of all staff
General staff responsibilities
7.    All staff must:
a.   take reasonable care for their own health and safety and that of others who may be affected by their acts or omissions;
b.   co-operate with the Principal Health and Safety Officer and the Employer generally to enable compliance with health and safety duties and requirements;
c.   comply with any health and safety instructions and rules, including instructions on the safe use of equipment;
d.   keep health and safety issues in the front of their minds and take personal responsibility for the health and safety implications of their own acts and omissions;
e.   keep the workplace tidy and hazard-free;
f.   report all health and safety concerns to the Principal Health and Safety Officer promptly, including any potential risk, hazard or malfunction of equipment, however minor or trivial it may seem; and
g.   co-operate in the Employer's investigation of any incident or accident which either has led to injury or which could have led to injury, in the Employer's opinion.
Staff responsibilities relating to equipment
8.    All staff must:
a.   use equipment as directed by any instructions given by representatives of management or contained in any written operating manual or instructions for use and any relevant training;
b.   report any fault with, damage to or concern about any equipment (including health and safety equipment) or its use to the Principal Health and Safety Officer, who is responsible for maintenance and safety of equipment;
c.   ensure that health and safety equipment is not interfered with; and
d.   not attempt to repair equipment unless suitably trained and authorised.
Staff responsibilities relating to accidents and first aid
9.    All staff must:
a.   promptly report any accident at work involving personal injury, however trivial, to the Principal Health and Safety Officer so that details can be recorded in the Accident Book and cooperate in any associated investigation;
b.   familiarise themselves with the details of first aid facilities and trained first aiders, which are    available from the Principal Health and Safety Officer;
c.   if an accident occurs, dial 0208 638 7538 and ask for the duty first aider, giving name, location and brief details of the problem.
d.   The Principal Health and Safety Officer is responsible for investigating any injuries or work-related disease, preparing and keeping accident records, and for submitting reports under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), where required.
Staff responsibilities relating to Coronavirus (COVID-19)
10.         Given the outbreak of Coronavirus (COVID-19), it is important that all staff members follow these guidelines to ensure maximum safety and minimise the risk of infection. We will review these guidelines regularly to ensure they are kept up-to-date with government guidance. Please see the section below on returning to work in light of Coronavirus (COVID-19) for further details.
Staff responsibilities relating to emergency evacuation and fire
11.         All staff must:
a.   familiarise themselves with the instructions about what to do if there is a fire which are available from the Principal Health and Safety Officer;
b.   ensure they are aware of the location of fire extinguishers, fire exits and alternative ways of leaving the building in an emergency;
c.   comply with the instructions of firewardens if there is a fire, suspected fire or fire alarm (or a practice drill for any of these scenarios);
d.   co-operate in fire drills and take them seriously (ensuring that any visitors to the building do the same), fire drills will be held at least once every 12 months;
e.   ensure that fire exits or fire notices or emergency exit signs are not obstructed or hidden at any time;
f.   notify the Principal Health and Safety Officer immediately of any circumstances (for example, impaired mobility) which might hinder or delay evacuation in a fire. This will allow the Principal Health and Safety Officer to discuss a personal evacuation plan for you, which will be shared with the fire wardens and colleagues working near to you
12.         On discovering a fire, all staff must:
a.   immediately trigger the nearest fire alarm and, if time permits, call  James Brewer Director  and notify the location of the fire; and
b.   attempt to tackle the fire ONLY if they have been trained or otherwise feel competent to do so. Nominated members of staff will be trained in the use of fire extinguishers.
13.         On hearing the fire alarm, all staff must:
a.   remain calm and immediately evacuate the building, walking quickly without running, following any instructions of the fire wardens;
b.   leave without stopping to collect personal belongings;
c.   stay out of any lifts; and
d.   remain out of the building until notified by a fire warden that it is safe to re-enter.
The Principal Health and Safety Officer is responsible for ensuring fire risk assessments take place and changes made where required, and for making sure there are regular checks of fire extinguishers, fire alarms, escape routes, signage and emergency lighting.
Risk assessments, display screen equipment and manual handling
14.         Risk assessments are simply a careful examination of what in the workplace could cause harm to people. The Employer will assess any risks and consider measures to best minimise any risk. The Employer will carry out general workplace risk assessments when required or as reasonably requested by staff. Managers must ensure that any necessary risk assessments take place and the resulting recommendations are implemented. The Principal Health and Safety Officer is responsible for workplace risk assessments and any measures to control risks.
15.         Staff who use a computer for prolonged periods of time should try, where possible to organise short breaks every few hours away from the computer screen, but may request a workstation assessment and/or an eye test by an optician by contacting the Principal Health and Safety Officer. The Principal Health and Safety Officer will then provide you with more details and make arrangements if you would like to proceed.
16.         Guidance on manual handling (for example, lifting and carrying heavy objects) can be obtained from the Principal Health and Safety Officer and where necessary training will be provided by the Employer, but the Employer will try to minimise or avoid the need for manual handling where there is a risk of injury.
Staff returning to work - Coronavirus (COVID-19)
17.         Ensure you familiarise yourself with the guidelines provided here alongside the government guidance.
18.         All staff must work from home where possible.
19.         If your role is considered a critical role (as defined by the government guidance), you will be informed of such and we will make arrangements for your return to the physical office or work location.
Social distancing
20.         Where you are required to return to the physical office or work location, you will be required to maintain social distancing wherever possible. To achieve this, you must stay 2 metres away from other individuals, while at work and when travelling between sites (eg from different office locations).
21.         Social distancing must be followed at all times, including in common areas, break rooms, canteens, meeting rooms and reception areas. If individuals are found to not be following social distancing rules or if the space does not allow for social distancing, we will implement staggered breaks or other measures to maintain social distancing.
22.         We may change your arrival and departure times in the office or work location to reduce crowding into and out of the workplace and will ensure that we discuss this with you first to accommodate your needs as far as possible.
23.         We will take into account the impact of any measures on individuals with protected characteristics as defined by the Equality Act 2010, namely sex, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. This means we will ensure our measures do not adversely affect one group over another.
24.         We may also implement new seating or desk arrangements to maintain social distancing. We will review any current seating or desk arrangements to ensure that workstations are assigned to an individual and are not shared and may use floor tape, paint or signs to mark areas to help you keep a 2 metre distance.
25.         Where social distancing guidelines cannot be followed in full in relation to a particular activity, we will consider whether that activity needs to continue.
26.         In the event of an accident or emergency, you are not expected to follow social distancing rules if it would be unsafe to do so. You will be given instructions in the event of an emergency on what you should do.
Travelling to and from work
27.         We recommend that staff minimise travel. If staff must travel, we urge staff to avoid using public transport where possible. We also recommend staff that the number of people travelling together in any one vehicle is restricted to only those necessary.
Hygiene practices at work
28.         Staff must follow all hygiene measures which we implement, and may include increased frequency of hand washing, wearing protective clothing, sanitising workstations and desks.
29.         We will provide adequate handwashing facilities (or hand sanitiser where not possible) at entry/exit points and expect all staff to use these facilities frequently whenever entering and exiting the workplace.
30.         We encourage staff to bring their own food if required and to use their own utensils and drinking containers.
31.         We also expect staff to apply good hygiene practices generally, such as covering their mouths or faces when coughing or sneezing, not shaking hands or touching other people and to dispose of any waste, such as used tissues or hand wipes, responsibly.
32.         Staff are expected to wipe down surfaces at their desk regularly. We will provide adequate cleaning equipment to enable you to clean the surfaces that you have touched, such as keyboards, computer screens and telephones, and we will make sure there are adequate disposal arrangements.
Meeting rooms
33.         Where possible, staff are expected to stay 2 metres apart in meetings and to not face directly opposite each other.
34.         Meetings should be restricted to a maximum of 2 participants, or only those who are strictly necessary.
Protective clothing and face coverings
35.         Where you are already using PPE in your work activity to protect against non-Coronavirus (COVID-19) risks, you should continue to do so.
36.         In line with government guidance, we recommend against the precautionary use of extra PPE to protect against Coronavirus (COVID-19) outside clinical settings or when responding to a suspected or confirmed case of Coronavirus (COVID-19).
37.         We may require staff to wear a face covering as a precautionary measure to protect others. If you do wear a face cover, it must cover your mouth and nose. However a face covering is not a substitute or replacement for general hygiene practices.
38.         If you choose to wear a face covering, we encourage the following steps:
·    Wash your hands regularly with soap and water for 20 seconds or use hand sanitiser before putting the face cover on, and after removing it.
·    Avoid touching your face or face covering to prevent contamination.
·    Change and wash your face covering daily if it is washable or dispose of it responsibly.
Mental health whilst working during Coronavirus (COVID-19)
39.         We take the health of our staff seriously, including their mental well-being. Whether you are working remotely or returning to the workplace, we strongly encourage you to speak to your line manager, a colleague or a member of the HR team regarding any concerns or issues you may have.
40.         If you are working remotely from home or returning to the workplace, we encourage staff to:
·    Connect with their fellow colleagues for informal chats or video calls;
·    Get regular exercise and sunlight outdoors;
·    Take regular breaks away from their workstation; and
·    Ensure they are drinking sufficient water and eating properly.
Non-compliance with health and safety rules
41.         Any breach of health and safety rules or failure to comply with this policy will be taken very seriously and is likely to result in disciplinary action against the offender, in accordance with the Employer's disciplinary policy, up to and including immediate dismissal.