For Clients: Executive Search for Engineering Companies

ROLES AND SECTORS

The sectors and roles we recruit

We focus on senior leadership roles paying $150K and above. Most of our searches fall into four groups.

Executive leadership

• CEOs, presidents and managing directors
• COOs, CFOs and other C-suite roles
• Board-level and succession appointments

Regional and office leadership

• Regional vice presidents and managing principals
• Office leaders with P&L responsibility
• Operations directors for multi-office firms

Practice and technical leadership

• Transportation, water and structural practice leaders
• Land development and infrastructure leaders
• Technology, digital and engineering directors

Delivery and growth leadership

• Program and project directors
• Design-build and alternative delivery leaders
• Business development and client leaders

See the full list of engineering leadership roles we recruit. You can also explore our civil engineering, engineering, infrastructure, oil and gas and technology executive search pages.

WHAT YOU GET

What working with us looks like

Every search is retained, so your appointment gets a dedicated team and a clear plan from day one. Still comparing firms? Read our guide on how to choose an engineering executive search firm.

A partner who knows your market

You work directly with a partner who understands engineering and civil engineering firms, their clients and their leaders.

Discreet, direct search

We approach the best people directly and confidentially, including leaders who are not looking and would never reply to a job ad.

Evidence, not guesswork

Every shortlisted candidate goes through RoleDNA™ Mapping, so you compare people on the same evidence before the first interview.

Protection after the start date

Every placement comes with a 12-month free replacement guarantee, extended to 2 years for senior roles.

OUR PROCESS

How our executive search for engineering companies works

A clear, five-stage process, with regular updates so you always know where your search stands.

Define success

First, we agree what the leader must achieve. Then we build a behavioral blueprint with the McQuaig Job Survey.

Map the market

Next, we map the market for leaders by sector, client base, delivery model and track record.

Approach confidentially

We approach candidates directly and discreetly rather than advertising the role.

Assess in depth

Every candidate then completes the 8 RoleDNA™ levels and is scored against your success profile.

Shortlist and close

Finally, you review two to four scored candidates. Then we manage references, offer and onboarding.

You can also see our executive search process step by step.

RoleDNA™ Mapping: 8 levels of assessment

Every shortlisted candidate is assessed across the same 8 levels, so you can compare candidates fairly before the first interview:

1. Job Location Mapping
2. Executive Summary
3. Professional Photo
4. Candidate Introduction
5. Key Competency Responses
6. Behavioral Assessment
7. Verified References
8. Detailed Resume

For example, the Candidate Introduction is a short video, so you can see how each leader communicates. In addition, the Behavioral Assessment uses the McQuaig Word Survey, matched to the role profile from the McQuaig Job Survey.

Results are then scored against the success profile for your role and shared in a 24/7 online client dashboard. Learn more about RoleDNA™ Mapping.

As a result, you interview fewer people and make your decision on evidence. The behavioral science behind it comes from McQuaig, a long-established psychometric platform.

RESULTS

The evidence behind our executive search for engineering companies

96%

12-month retention

of the leaders we place are still in their role after 12 months.

98%

Fill rate

of the searches we take on are successfully completed.

$100K+

Saved per hire

by avoiding the cost of a mis-hire. See what a mis-hire costs.

12/24

Free replacement

months of cover: 12 as standard, extended to 24 (2 years) for senior roles.

A free replacement guarantee and proven retention

Every placement comes with a 12-month free replacement guarantee as standard, extended to 2 years for senior roles. If the person leaves within the guarantee period, we find a replacement free of charge, subject to the agreed terms of engagement. How our guarantee works.

In one engagement, a growing U.S. engineering firm needed 10 appointments over two years. Before working with us, about 70% of its new hires stayed for 12 months. In contrast, all 10 leaders we appointed were still with the business after their first 12 months. Read the case study.

A senior mis-hire costs far more than a fee. Getting it right first time saves $100K+ per hire once you count lost projects, recruitment costs and management time. Calculate the cost of a bad hire.