Disrepair Surveyor

Location:

Region: London
Country: United Kingdom

Role:

Salary:

Salary: Negotiable

Application Details:

Start Date: ASAP
Expiry Date: 07/11/2023
Job Reference: 456745_1698756847

Disrepair Surveyor

Disrepair Surveyor Needed in East London- Hybrid Working Schedule Contract for 6 months.
My client, the Arms Length Organisation for one of the London Boroughs, is looking to on-board a highly experienced disrepair surveyor into their team for a period of six months. After a quiet restructure and analysis of the service, the right surveyor is needed to combat a time of increasing disrepair claims across their social housing stock. Candidates applying should possess:
* Experience in a disrepair role- ability to represent the service within a legal environment as an expert witness, provide detailed reports on disrepair cases and evidence.
* Understanding of solicitors letters of claims or creating the specification of works, also understanding of interpreting SCOTS Schedules. Particular to the service is understanding of fit for human rehabilitation clauses.
* Ability to track status of disrepair cases through live checker and also Orchard AMS system.
Contract Length- 6 Months
IR35 Status and Rate- Inside (Per HOUR DOE)
Working Schedule- 3 days in East London Office, could fluctuate to 4 days on busy weeks.

g2 Recruitment are committed to equality of opportunity for all applications from individuals are encouraged regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships or any other characteristic protected by law.

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L&D Team

We are very lucky that g2 recruitment see Learning and Development as a vital part of a consultants journey which is why we have 4 people in the team who you will work very closely with from day 1 in your career. The team are on hand to guide you through your career at all levels and provide extra support working closely with the management team to give all consultants the best chance of success.  

Our Three Pillars of Training

Academy:
Week 1 is a series of remote sessions to learn all things systems, followed by a 1 week academy process which is a mixture of classroom and deskside this will be in one of our UK offices and usually consists of 3-8 other consultants all starting their journey together.

Experienced Modules:
These are a variety of sessions curated by us designed to support consultants as they are progressing through the career ladder, the aim is to ensure consultants at all levels have access to L&D.

Junior Management Programme:
Ran by our head of L&D this programme is designed to support junior managers as they start their management career. This involves things like personal branding, time management and ends in a business plan which is presented to members of the Exec board and senior management team.

Jaz123
Jaz D’Avola
Head of Learning & Development

Jaz joined g2 Recruitment in 2013.

She now leads our Learning and Development programme, transferring the knowledge and wisdom she learnt as a recruiter to the new generation of talent.

Imani
Imani WIlliams
Learning and Development Consultant

Imani joined g2 Recruitment in 2022.

His role involves developing individuals in all areas of the business, varying from inducting and onboarding consultants to working with them 1 to 1 to identify areas of development.  He aids with growth of L&D across the business, watching consultants experience and develop.

Meghan1
Meghan Mcloughlin
Learning and Development Consultant

Meghan joined g2 in 2023 as an L&D consultant, Working in recruitment for 6 years, her role is to  help consultants at all levels to upskill and focus on development points. This could be anything from sales calls or candidate calls to organisation improvements.

Kane Gray
Systems & Academy Trainer

Kane joined g2 in April 2023 as an Academy & Systems Trainer.

His role involves teaching the consultants that are new to the company the foundations of recruitment and our systems before then helping them to upskill in areas specific to each consultant. Working closely with different consultants and watching them implement the feedback, apply it, and then benefit off the back of it.

Candidates

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Clients

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