Executive Search for Consulting Engineers
Seniority and technical hires who do the work and stay.
We help engineering firms hire. We’ll also install a repeatable hiring system you own.
- We’ll map the talent market for your role and show you a clear plan.
Who this is for
For consulting engineering firms that design and deliver physical projects. That includes:
Firm types
- MEP (mechanical, electrical, plumbing)
- Civil & site engineering
- Structural engineering
- Geotechnical and foundation engineering
- Environmental and water resources
- Transportation and traffic engineering
- Industrial and process engineering
- Fire protection and life-safety engineering
- Facade, seismic, and specialty engineering practices
- Construction engineering and field services
Roles we recruit — from entry level to ownership:
- CAD drafters, BIM modelers, and detailers
- CADD/BIM managers and model coordinators
- Engineering technicians and field technicians
- EITs, junior engineers, and staff engineers
- Project engineers and senior project engineers
- Project managers and program managers
- Discipline leads and technical leads
- Estimators and cost engineers
- Commissioning and controls engineers
- Sustainability / energy modelers and LEED specialists
- QA/QC and testing engineers
- Practice leads, operations managers, directors
- Principals, partners, and firm leaders
If your firm hires it, we’ll run the search.
What we deliver for engineering firms
We run contained and retained searches focused on role fit, technical depth, and on-the-job performance.
You get:
- A performance-profiled job brief and an ideal candidate scorecard
- A living talent pool for the role: active and passive candidates.
- Recruitment marketing that helps engineers find your firm.
- Deep vetting: structured interviews, technical assessments, references, and working interviews.
- Onboarding and early performance plans so hires ramp fast.
- A dedicated recruiter who runs the work and coaches your team.
Our goal: One hire. Then the systems that let you hire the next one yourself.
How we build talent pools and attack the market
For consulting firms that design and deliver physical projects. That includes:
Employer story & career page
We craft messaging that speaks to engineers. Role pages make scope, tech stack, teams, and growth paths clear. Engineer testimonials help candidates judge fit.
Inbound recruitment marketing
We run SEO, Google Jobs, targeted job boards, LinkedIn content, email nurture, and PR. These pull in both passive and active engineers and lift quality and volume.
Sourced outbound outreach
We map every relevant engineer in your region and network. We mine associations, project lists, vendor rosters, and company sites, then reach out by phone, email, and LinkedIn to find candidates others miss.
Candidate nurture & automation
We follow up automatically and personally. Humans plus automation keep top talent warm until timing fits.
Working the data
We track funnel metrics, response rates, and technical pass rates. You get simple weekly reports, so you stay in control.
This layered approach means you won’t miss someone who should be in your next hire pool.
Deep vetting — hire on evidence
We layer objective measures on top of interviews.
- Structured interviews: Career-history interviews scored to the candidate scorecard.
- Technical testing: Skill checks, CAD/BIM tasks, design problems, and real-world tasks.
- Behavioral and aptitude assessments: Reliability, judgment, problem solving.
- Reference checks: We coach you on the right questions and help get honest answers from former supervisors.
- Working interviews: Short projects or site tasks that show how a candidate performs under real conditions.
- Hiring manager coaching We train leaders to run sharp interviews and to read technical and behavioral signals.
Result: risks show up early, false starts go down.
See if engineering search is a fit
Get a market audit and a clear plan for your next hire. No pressure, no fees.
The long game: install a repeatable hiring machine
We build systems you run without paying big fees every time. That means:
- A recruitment playbook built from the actual campaign.
- Reusable job templates and candidate scorecards.
- A living talent pool for your firm.
- Leaders trained to interview with confidence and consistency.
- Automation that moves candidates forward and cuts admin work.
You keep the tools and know-how.
We stay until your team can run it solo.
Tools, access, and ongoing support
We build systems you run without paying big fees every time. That means:
12 months access
to Discovered.ai recruitment automation software.
Ongoing training and support
after you hire. We help through ramp and beyond.
A dedicated recruiter
who runs sourcing, screens candidates, builds materials, and coaches your leaders.
Hiring Tools & Resources we hand you
After the discovery call, you’ll have what you need to move fast:
- Performance-focused job descriptions
- Job ads that boost candidate volume and quality.
- Candidate scorecards that define the ideal hire.
- Interview questions aligned to the scorecard.
- Integrity, behavioral, aptitude, and technical tests.
- Integrity, behavioral, aptitude, and technical tests.
- Recruitment marketing plans and career page templates.
- Employee referral program setup.
- Candidate nurture systems and automated follow-ups.
- Automated interview scheduling and offer-letter templates.
- Onboarding checklists and first-year training plans.
- Employee performance evaluation tools.
Dedicated expert recruiter
Your recruiter will:
- Source top technical talent.
- Run initial screens and career-history interviews.
- Build and refine the hiring materials.
- Lead technical and working interviews.
- Manage references and candidate handoffs.
- Coach your leaders to interview and onboard better.
Ready to hire engineers
who do the work and stay?
Book a free consult. We’ll audit one role, map the talent pool, and give you a clear, actionable campaign plan.
- Let’s map the market for your next technical hire.