Please see below the full timeline. Exact dates will be displayed once applications are open. 

• Applications open at 17th September 2026 and will close on 19th October 2026
• We will then ask you to complete a skills based assessment 
• Screening takes place once applications have closed
• Then screening calls in November
• Candidates are then invited to Assessment Centres, in late November or December dependent on pathway)
• Assessment Centres take place from late November to late January (dependent on pathway)
• Offers all go out by the end of February

Submit your application, including CV and essay questions – this will be screened by Savills fee earners. 

• Take note of deadlines and include all relevant achievements and work experience
• Read our programme descriptions carefully and explain how you would be a good candidate
• Make sure there are no spelling mistakes in your CV and essay questions
• In your CV, include transferable skills, a summary of your current situation, your degree and achievements
• Use a consistent and readable font, keep the CV to 2 pages maximum
• Try and make your application as specific to Savills and the role as possible
• Research the role and business before applying
• For the Graduate and Sandwich Placement Programmes, once the application is complete, all candidates are sent an SHL skills based assessment, which on average takes around 40 minutes. This is part of the application stage. 

If your online application is successful you will be invited to a short screening interview, which will be a call via Microsoft Teams.

• Prepare – understand the business and your areas of interest
• We are looking to understand why you're interested in the role and the company
• Calls only last 10-15 minutes
• Ensure to be engaged (using AI searches whilst talking is very obvious!)
• Be yourself, assessors want to get to know you
• Ask questions – it’s a two way conversation

If your online application and screening interview is successful you will be invited to an assessment day (some assessment centres will include an interview and this will be the final stage - please refer to the job spec).

• Show us a realistic representation of you and your abilities
• Contribute to the group discussions without being too dominant 
• Prepare – understand the business and your areas of interest
• Speak to as many Savills employees as possible 
• We will look for potential, so will be expecting to teach graduates relevant skills - it is not necessary to be polished at this stage
• We are looking for more than just knowledge, make sure you are reading the brief and showing good attention to detail, making note of timings and being inclusive with other candidates - these are all things we asses
• Interviewers often ask for examples about yourself, so think of times when you have shown initiative, solved a problem or taken the lead
• Be yourself, assessors want to get to know you
• Ask questions – it’s a two way conversation
• Know your CV
• Research the company
• Re-read the job description

Please note that we cover £75 worth of travel expenses to everyone who has to travel to the gradaute assessment centre. We will give you as much notice as possible to ensure the lowest possible fares.

Please note that for some pathways, we will require a follow up interview. These are usually virtual and this should be noted on the Job Description. 

We are striving to be an Equal Opportunity employer, and so ask for diversity information to assess the effectiveness of our procedures and identify where changes need to be made.

The information is used for monitoring purposes only and the more information you supply the more effective our monitoring will be.

All information will be treated in the strictest confidence.

Savills uses the Rare Contextual Recruitment System to give us context as to your achievements in light of your socio-economic, personal and academic circumstances.

Rare will highlight the broader context surrounding your academic grades or wider CV. This allows Savills to understand each applicant’s achievements in the context that they have been gained, so we can assess your achievements in light of your surrounding personal circumstances. We understand that not every candidate’s achievements look the same on paper and we want to recruit the best people, from every background.

At Savills, we embrace the significant potential of AI and encourage your responsible use of these tools in your application. We value transparency, asking you to disclose AI tool usage, as we want to understand your unique skills.  It is useful for us to see your original work and authentic contributions ensuring AI output has been considered and adapted to your own experience and style. During assessments and interviews, we appreciate good usage of AI tools, expecting your responses to reflect your real-time skills and critical evaluation of AI-generated outputs. 

Our commitment: A people-centric approach to hiring 

How we use AI in our hiring process 

To help us focus on what matters - getting to know you.  We use technology and AI to enhance and support our recruitment team's administrative tasks. It’s important for you to know that AI at Savills is a tool that assists our people, it does not replace them or make hiring decisions. 

Our use of AI is limited to augmenting our team's capabilities in areas such as: 

- Streamlining communication: Assisting our TA team in drafting communications or ensuring timely responses to common queries. 

- Improving efficiency: Helping with administrative tasks such as scheduling interviews and organising application data, which frees up our recruiters to spend more quality time with candidates. 

- Enhancing job descriptions: Analysing our job postings to ensure they are clear, inclusive and accurately represent the roles we are looking to fill. 

What AI does not do 

 We want to be perfectly clear: all hiring decisions at Savills are made by people. 

- AI does not screen, rank or reject candidates. 

- AI does not conduct interviews or assess your skills, experience or cultural fit. 

- AI is not a decision making tool in any part of our selection process. 

Applications are reviewed by a member of our talent team, and the entire recruitment process is led by our recruiters and hiring managers. 

Our promise is to maintain a recruitment process that values human interaction and thoughtful consideration above all else. We are excited to learn about your unique journey and potential. 

If you have any questions about our use of technology in the hiring process, please feel free to ask your recruiter.