Free Resources

Tools to help you hire smarter
and interview better

Whether you're a business putting together a job spec or a candidate prepping for an interview, here's everything you need, for free.

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Candidates

Interview Prep

Guides, tips and checklists to help you walk into any interview feeling ready.
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Candidates

CV Guidance

What makes a strong CV in M&E and FM, and what to avoid.
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Clients

Job Spec Templates

A solid job spec attracts the right people and saves everyone time. Use ours as a starting point.
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Clients & Candidates

Salary Benchmarks

Live insight on what the market is paying for roles across M&E and FM in the South.
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Everyone

FAQs

The questions we get asked most often, by candidates, clients, and people considering a career move.
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Personal

Ask Max directly

Can't find what you're looking for? Drop us a message and we'll get back to you quickly.
Before the Interview

Preparation checklist

Research the company, what they do, who their clients are, recent news or projects
Re-read the job spec and match your experience to each key point
Prepare 3–4 examples of relevant work using the STAR method (Situation, Task, Action, Result)
Have questions ready to ask, about the team, the role and next steps
Know your numbers, salary expectations, notice period and any commitments
Plan your route (or test the video link) the day before
Get your references ready in case they're asked for on the day
Common Questions

What to expect

"Tell me about yourself"

Keep it professional and relevant. A 2-minute summary of your career so far, why you're here and what you're looking for. Don't start from school.

"Why are you looking to leave your current role?"

Be honest but keep it positive. Focus on what you're moving towards, not what you're running from.

"Tell me about a challenge you've overcome"

Use a real example. Walk them through the situation, what you did specifically and what the outcome was. Specific beats vague every time.

"Where do you see yourself in 5 years?"

Show ambition, but tie it to the role. They want to know you'll grow with the business, not that you're using it as a stepping stone.

"Do you have any questions for us?"

Always say yes. Ask about the team, what success looks like in the role, or what the biggest challenge will be in the first 6 months.

Download

Take it with you

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Interview Prep Sheet
Full checklist, STAR examples table, common questions and day-of tips. Branded and print-ready
Best Practice

Tips that actually make a difference

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Speak in specifics

"I managed a £2m M&E package on a hospital project" lands better than "we've worked on large projects." Numbers and context make answers memorable.

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It's fine to pause

If you need a moment to think, take it. "That's a good question, give me a second" is fine. Rushing into a vague answer is worse than a brief pause.

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Follow up after

A quick thank you email within 24 hours shows professionalism and keeps you front of mind. Keep it short and genuine.

CV Structure

What to include

Personal summary (3–4 lines), who you are, what you do and what you're looking for
Key skills, a short bullet list of core competencies relevant to the role
Work history (reverse chronological), role title, company, dates, key responsibilities and achievements
Qualifications & accreditations, CSCS, SMSTS, gas/electrical certs, HNC/HND, degree etc.
Contact details, phone, email and location (full address not needed)
References, "available on request" is fine

⚠️ Common mistakes to avoid

  • Photos on a CV, not needed and takes up space
  • More than 3 pages, keep it tight and relevant
  • Gaps with no explanation, address them briefly
  • Generic personal summaries, make it specific to you
  • Spelling errors, have someone else read it before sending
For M&E and FM roles

Sector-specific tips

List your project values

For project-based roles, include contract values where you can. It gives the reader immediate context on the scale you've worked at.

List your accreditations prominently

SMSTS, CSCS, 18th Edition, Gas Safe, HVAC qualifications, put these near the top. They're often the first thing a hiring manager looks for.

Be specific about sectors and building types

Commercial, healthcare, education, residential, the more specific you are about the environments you've worked in, the easier it is to match you to the right role.

Name your software

AutoCAD, Revit, CAFM systems, Asite, 4Projects, if you use it, list it. Software familiarity can be a differentiator in a competitive shortlist.

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CV Writing Guide
Structure, bullet-point formulas, M&E/FM specifics and common mistakes. Ready to print
Want feedback on your CV? Get in touch
For Hiring Managers

Why a good job spec matters

A well-written job spec is the difference between attracting the right people and spending three weeks reviewing applications that miss the mark. It also sets expectations clearly for the candidate, which leads to better retention.

The most common mistake is writing a spec that reads like an internal HR document. Nobody reads those. Write it like you're talking to someone at a networking event and you've got 2 minutes to sell them on the role.

A strong job spec should include:

Job title, location and working hours
Who the role reports to and the team structure
A genuine overview of the company, not just boilerplate
Day-to-day responsibilities (be specific)
Must-have vs. nice-to-have requirements
Salary range, candidates will ask, so be upfront
Benefits, vehicle, pension, bonus, health plan etc.
Progression opportunities if they exist
Download Templates

Job spec template

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Vecta Search Job Spec Template
A blank, fully editable template covering role details, salary, responsibilities, requirements and interview process

Fill it in and send it back to Max. Need something more tailored? Just get in touch.

Updated 2026

Salary benchmarks: M&E & FM

These are live figures based on roles we're actively working on across the UK. Every hire is different, get in touch for a tailored view.

Role Sector Junior / Mid Senior
Commercial Gas Engineer FM / Hard Services £32k–£42k £42k–£55k
HVAC Engineer FM / Contracting £30k–£40k £40k–£55k
Electrician M&E Contracting £32k–£42k £42k–£55k+
Contract Manager FM / Hard Services £45k–£55k £55k–£70k+
Estimator M&E Contracting £35k–£48k £48k–£65k+
Project Manager M&E / Construction £45k–£55k £55k–£75k+

* Figures are indicative and vary based on experience, package and employer. For a more specific benchmark, get in touch.

Want the full salary report?

We publish a detailed breakdown covering M&E and FM roles across the region. Drop us a message and we'll send it over.

Request the full report
For Candidates

Questions we get asked most

Does my CV get sent to companies without me knowing?
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Never. Your CV doesn't go anywhere without your explicit consent. Every role is discussed with you first, and you decide whether you want to be put forward. That's a non-negotiable for us.
Does it cost candidates anything to use Vecta Search?
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No, never. Our fee is paid by the hiring business. Candidates always use our service completely free of charge.
What if we're not actively looking, just keeping an eye out?
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That's absolutely fine, a lot of the best placements we make are with people who weren't actively on the market. Register your interest and we'll only get in touch when something genuinely relevant comes up.
How long does the process usually take?
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It varies by role and employer, but we push for a 7-day interview window from shortlist to decision. The longer a process drags out, the more likely you are to lose the best candidates, we're straightforward about that with clients.
What kind of roles do you typically place?
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We focus on M&E and Facilities Management, from engineers and estimators through to project managers, contract managers and senior operations professionals.
For Clients

Questions from businesses

What's the difference between retained and contingent?
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Contingent means you only pay when a candidate starts, no upfront commitment, pay per hire. Retained is a rolling partnership where we manage all your hiring at a fixed monthly fee. If you're hiring regularly, retained typically saves you money and gives you a much more consistent service. We'll work out which makes more sense for your business when we talk.
How quickly can you start a search?
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We guarantee a qualified shortlist within 7 days of a proper briefing, and often sooner. The better the brief, the better the candidates, so a quick call to get the detail right upfront saves a lot of time further down the line.
Do you work with businesses across different sectors?
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We're deliberately specialist, M&E contracting, Facilities Management. That focus means we know the market well, we know the candidates and we're not trying to be everything to everyone. If your need falls outside those areas, we'll be honest with you.
What happens if a placement doesn't work out?
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We have a rebate period built into all our placements. If someone leaves within that window, we'll either replace them or refund, the terms are agreed upfront and there are no surprises. Our 98% retention rate means this rarely comes up, but we always have it covered.
Can you help with salary benchmarking even if we're not ready to hire?
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Yes, absolutely. If you're reviewing your team's salaries, writing a new job spec or just trying to understand what the market looks like right now, get in touch. That kind of conversation costs nothing and we're happy to help.

Still have questions?

Drop us a message or give Max a call, we're always happy to chat through what you're looking for, no obligation.

Get in touch