The Challenge
When Clinton Devon Estates needed to strengthen its Commercial & Energy Estates team, the assignment was about much more than filling a vacancy.
The Estate required an experienced surveyor who could support a varied workload spanning commercial estate management, infrastructure projects, energy-related assets and wider strategic responsibilities.
Like many specialist property employers, the challenge was not simply finding candidates. It was finding someone with the right blend of technical expertise, commercial awareness and ability to operate within a unique client-side environment.
Without additional support, workload pressures were continuing to increase, creating a risk that opportunities could be delayed, project capacity reduced and future growth constrained.
Why This Appointment Mattered
This recruitment campaign was ultimately about business continuity and future growth.
The successful hire would help provide additional capacity within the team, allowing Clinton Devon Estates to continue progressing strategic initiatives while maintaining the high standards expected of one of Devon's most respected private estates.
For the client, securing the right person was considerably more important than simply filling a position quickly.
Why Retained Search?
Having worked successfully with Beach Baker on a previous retained assignment, Clinton Devon Estates chose the same approach once again.
A retained model provided:
- Dedicated market mapping
- Proactive candidate search
- Direct headhunting activity
- Structured project management
- Regular progress reporting
- Complete visibility throughout the process
Most importantly, it allowed Beach Baker to engage with the wider market, including highly relevant candidates who were not actively applying for roles.
Our Approach
The brief was deliberately broad, creating both opportunity and challenge.
To ensure comprehensive coverage of the market, Beach Baker adopted a collaborative search strategy.
Dan Cole focused on candidates with backgrounds in:
- Rural estate management
- Infrastructure
- Land and property management
Rupert Stuart-Baker simultaneously explored the commercial property market, targeting individuals with complementary skill sets and transferable experience.
This dual-specialism approach enabled Beach Baker to identify candidates from multiple talent pools rather than restrict the search to a single profile.
Alongside database mapping, the campaign included:
- Targeted headhunting
- Proactive candidate engagement
- Advertising response management
- A tailored candidate information pack
- Detailed screening interviews
- Structured shortlist discussions
Candidates were assessed not only on technical capability but also on their ability to operate within the unique environment offered by Clinton Devon Estates.
Why Candidates Were Interested
One of the most rewarding aspects of the assignment was introducing candidates to a genuinely distinctive opportunity.
Clinton Devon Estates offers a combination rarely found elsewhere in the market.
The successful candidate would be involved in:
- Commercial estate management
- Rural estate responsibilities
- Energy-related projects
- Strategic property decisions
Set within an organisation with a long history and strong reputation, the role appealed to candidates seeking variety, responsibility and long-term career development within a client-side environment.
The Results
The campaign resulted in:
- Six shortlisted candidates
- Representation from both rural and commercial property sectors
- A successful offer acceptance in June 2026
- A broad market view that enabled the client to make a confident appointment
What Made This Assignment Stand Out?
For Beach Baker, this was an excellent example of the benefits of combining specialist expertise.
By bringing together Rupert's commercial property network and Dan's rural and estate management knowledge, the team was able to interpret a broad brief, access different parts of the market and provide genuine consultancy throughout the process.
The assignment also demonstrated the value of retained search in specialist property recruitment, particularly where the ideal candidate may not be actively looking for a new opportunity.
Lessons from the Search
1. The Best Candidates Are Not Always Actively Looking
Many high-quality candidates are focused on their current roles and need to be approached directly.
2. Broad Briefs Require Broad Market Coverage
By exploring multiple candidate pools, clients gain a more complete view of available talent.
3. Collaboration Delivers Better Outcomes
Combining complementary market knowledge created a stronger shortlist and a more informed hiring process.
Client Feedback
"Beach Baker's sector expertise was instrumental to the success of our recruitment campaign. Rather than relying solely on active applications, you used your network of contacts to identify and headhunt the right person for the role."
Will Dale, Head of Commercial and Energy
Candidate Feedback
"Rupert, and his team at Beach Baker, are exceptional recruitment consultants investing in long term relationships and taking time to get to know both client and candidate aspirations.
Rupert is honest, transparent, extremely knowledgeable and a pleasure to work with. Communications throughout were timely and clear, and advice provided to me was invaluable to me securing a position, off-market, that I am very pleased with.
I would not hesitate in recommending the services of Beach Baker to anyone looking to secure a new role."
Claire Cushion, Estates Surveyor – Commercial & Energy
Final Thoughts
This assignment demonstrates how retained search can deliver value far beyond recruitment alone.
By combining specialist market knowledge, proactive candidate engagement and a collaborative approach, Beach Baker helped Clinton Devon Estates secure a key appointment while providing confidence, transparency and expert guidance throughout the process.
If you're planning a strategic hire within rural estates, commercial property or energy, we'd be delighted to share further insights from this search.