Savills is an international real estate advisory firm offering services across property sales, leasing, valuation, property management, investment, and consultancy. Headquartered in London, Savills serves commercial and residential clients with marke...
People who have worked there often speak warmly about the teams and the day-to-day interactions. You’ll hear comments like "colleagues are supportive" and "I learned a lot from the client-facing roles." Many testimonies highlight that working at Savills gives exposure to high-profile properties and international projects, which is a big plus for those who want to grow their portfolio of experiences. Some former employees mention that certain teams move fast and expectations can be high, but you will get mentorship and practical learning in return.
The company culture at Savills tends to blend professional polish with a practical, results-driven mindset. You will find a mix of long-tenured property professionals and younger hires, creating a cross-generational environment. There is an emphasis on client service, integrity, and attention to detail. Networking and relationship-building are part of the rhythm, and you will be rewarded for initiative and commercial awareness. For people asking about company culture at Savills, expect a workplace that values professionalism but still allows for individual leadership and contribution.
Work-life balance at Savills varies by role and location. In corporate or administrative functions you will likely find more predictable hours and structured remote options. In client-facing or transaction-heavy roles you might work longer stretches, especially around deal deadlines. Many employees say they can take time off when needed and that managers are generally accommodating, but busy periods will require flexibility. If you care about work-life balance at Savills, plan on communicating boundaries and managing peak-time expectations proactively.
Job security is generally stable in steady market conditions. The company has an established brand and a diversified service offering, which helps cushion against short-term market shocks. However, property markets are cyclical and the firm adjusts headcount and resourcing in response to commercial realities. Employees should be aware that roles tied directly to transactional activity may be more exposed during downturns. Overall, there is a reasonable degree of security for core operational roles.
Leadership is professional and commercially focused. Senior leaders set clear targets and emphasize client outcomes. There is a visible strategic direction and a tendency to prioritize revenue-generating activities. Communication from the top can be formal but consistent, and leaders usually present market insights and expectations transparently. There is an expectation that managers will drive performance and maintain client relationships, which can create a strong performance culture.
Managers vary by team, but many are praised for hands-on coaching and supporting career development. Managers often have practical industry experience and are expected to guide juniors through client work and transactions. Some employees note variability in managerial style—some are very directive while others empower autonomy. If you seek feedback and mentorship, you will likely find managers willing to invest time, though the level of one-on-one support will depend on the team’s workload.
There are structured training programs and on-the-job learning opportunities. Formal induction and technical training are common for new hires, and there is encouragement to pursue professional qualifications relevant to real estate and property management. Cross-team exposure and client work offer practical development that cannot be replicated in a classroom. The company supports professional development, though access to specialized training may be prioritized for roles tied to business objectives.
Promotion opportunities exist and are often merit-based. Advancement is linked to performance, client impact, and commercial contribution. Career progression is clearer in service lines with defined ladders, such as valuation, sales, or property management. It can take time to rise through the ranks, and individuals who demonstrate leadership, client wins, and sector expertise will move faster.
Salaries reflect market rates for the property industry and vary significantly by role, location, and experience. Entry-level positions tend to be competitive, while senior client-facing roles can command higher compensation reflecting revenue responsibility. Compensation packages are typically aligned with industry benchmarks and are adjusted according to market movements.
There are performance-based bonuses tied to individual and team outcomes. Incentives are commonly used for sales and brokerage roles and tend to be structured around targets. The bonus culture rewards commercial success, so employees who drive revenue or meet transactional goals will see clearer financial upside.
Benefits packages tend to include standard health cover, pension contributions, and life insurance options. The specifics vary by country and office, but core benefits are competitive within the industry. Employees report that benefits provide a solid baseline for wellbeing and financial protection.
The company organizes networking events, client functions, and internal town halls. Team-building and social activities happen regularly, and there are opportunities for cross-office collaboration. Engagement is often centered on market-facing events, which suits those who enjoy client interaction and professional networking.
Remote work support differs by team and business need. Offices have adopted hybrid approaches in many locations, with remote options for roles that do not require constant client presence. For client-facing or site-based roles, remote flexibility is more limited. Technology and collaboration tools are in place to support hybrid working where possible.
Average working hours depend on role and market cycle. Typical office roles might run standard business hours with occasional overtime. Client-facing and transaction-heavy positions commonly require extended hours during peak periods. Expect variability: some weeks will be steady, and others will be intense.
Attrition is moderate and follows market trends. Layoffs have occurred in alignment with market slowdowns or strategic restructures, but there is no history of frequent, unexpected mass layoffs. Turnover tends to be higher in competitive urban offices and transactional teams where movement between firms is common.
Overall, this is a reputable firm with strong market presence and solid professional development opportunities. You will find a professional culture that rewards commercial impact, supports career growth, and offers competitive benefits. If you value client exposure, learning on the job, and working in a well-known property firm, this company will be a good fit. Consider role specifics and team dynamics when evaluating fit, as work intensity and flexibility will vary by position.
Read authentic experiences from current and former employees at Savills
Supportive manager, good learning opportunities
Commission pressure during slow months, long hours on weekends
Structured graduate program, lots of training and mentorship.
Salary could be higher.
Good benefits and clear HR policies
Slow decision making from senior leadership
Good tech stack and global exposure.
Frequent reorganisations and unclear roadmap. Pay is below market for senior roles.
Good team and clear procedures.
Limited career progression and pay that doesn't match local living costs
