Architecture

Architecture

LVI Associates: Your Leading Partner for Exceptional Architecture Talent

Spanning design, planning, and implementation, our global influence and expert knowledge make us the go-to source for permanent, contract, and multi-hire talent solutions throughout all phases of architectural projects.

Leveraging more than a decade of experience in Architecture talent acquisition, we deliver exceptional results in hiring, onboarding, and retention. If you're eager to refine your processes, enhance employee competencies, and stay ahead of the curve with data-backed insights on salaries, benefits, and industry innovations, we're here to help. With our strategic network of Architecture talent, we can expedite your search for specialized experts. Don't hesitate to request a call back today or submit a vacancy specification.

Whether you're on the hunt for world-class architecture talent, or are an Architect exploring new career possibilities, LVI Associates is your trusted ally. Our dedicated team excels in delivering top-tier professionals, including Architectural Planning Directors, Acoustic Consultants, Project Managers, and more.

If you're an Architecture professional looking for new career opportunities, please register your CV/resume.

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If you're an organization looking for the best Architecture talent, please register your vacancy or request a call back.

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Benefits of working with LVI Associates

Architecture hinges on innovative solutions and advanced technology for improved resilience. With an increasing demand for digital tools and automated design processes, factors like talent gaps, COVID-19 impacts, and the push for sustainable structures are driving industry growth.

If you need immediate architectural placements or strategic talent sourcing, we offer the resources and expertise for remarkable results. Here are just a few benefits of collaborating with the LVI Associates Architecture team:

Experience

We have over a decade’s worth of experience as a leading talent partner in Architecture

Network

A vast, global network of the best, in-demand professionals, working worldwide across Architecture.

Knowledge

Our award-winning Architecture talent specialists offer bespoke, tailored guidance on the latest hiring trends and industry news to help you achieve your goals.

Take the first step in overcoming your talent shortage by completing our form. Our dedicated team awaits the opportunity to discuss how we can effectively partner with your organization to fulfill your Architecture recruitment needs.

Looking to hire? Request a call back today.

Architecture Jobs

Architects will be crucial as technology persistently revolutionizes the field. We foresee a future where advanced architectural technologies, including 3D modeling, virtual reality, and AI-powered design tools, become the norm in workplaces. Aligning yourself with a talent partner who understands the evolving landscape of Architecture could set your career on a leading edge. Browse our current job openings or submit your CV/resume, and one of our consultants will reach out when a position aligns with your profile.

Forensic Architect - Building Enclosures

I am currently representing an outstanding Forensic Engineering company who specialize in large loss construction defect litigation projects. They pride themselves on having nurtured a regional office culture whilst maintaining and growing their nationwide presence through their commitment to investing in the right people and their continued personal and professional growth leading to an almost unheard of average tenure of over 15 years amongst their employees. They stand almost alone in the current marketplace due to their 100% employee owned status and their refusal to bow down to the private equity firms dividing up similar firms in the industry. They are looking for a 5-15 year RA licensed Forensic Architect in Atlanta, with experience performing failure cause and analysis on building systems, writing technical reports and construction litigation across cladding, wall enclosures, roofing systems and fenestration relating to residential, commercial, industrial facilities, marine and inland structures. Roles and Responsibilities Working on complex large loss projects Conduct forensic investigations into structural failures, including fire, flood, and impact damage and construction defect. Prepare detailed reports on findings and provide expert testimony in legal proceedings. Work closely with clients to develop effective remediation strategies Undertake site visits and inspections to identify potential issues and hazards. Manage projects from start to finish, ensuring that deadlines are met and budgets are adhered to. Benefits 100% Employee Owned Professional & cooperative office environment 80% complex large loss projects 15% 401k match! 80% personal health-care coverage Opportunity to grow and develop your own book of work

US$100000 - US$130000 per annum
Atlanta
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Senior Structural Restoration engineer

LVI are proud to represent an innovative full-service engineering and consulting firm with a top tier repair and restoration team! The firm is home to specialists whose expertise spans across a diverse collection of services including Structural Engineering, Leak/Condition Assessments, Roofing & Waterproofing, Parking Garages, Rope Access, New construction, and more. Due to their high standard of project delivery, they have won several large repair and restoration projects in New England and are looking to hire a structural engineer who specialises in repair and restoration of mid to high-rise buildings. As a structural engineer you will be responsible for overseeing commercial and multi-family, structural repair/restoration projects. You will work to design repairs for mid to high-rise buildings as well as some parking structures with the firms New Jersey Office. Responsibilities Work closely with clients to develop effective remediation strategies. Undertake site visits and inspections to identify potential issues and hazards. Manage projects from start to finish, ensuring that deadlines are met and budgets are adhered to. Assist in the field review of existing structures. Meet with potential and current clients to communicate progress and solve issues. Perform project design, production of reports, specifications, and drawings. Perform project structural engineering analysis and design; Assist team during the evaluation phase, including field review of existing structures, writing reports, developing repair options, construction cost estimates; Requirements Bachelor's Degree in Structural or Civil Engineering 5+ years of relevant experience with proven growth Professional Engineer in New Jersey Strong technical, written and verbal communication including strong people management skills and customer service focused. Benefits Competitive Benefits: Generous matched 401k contributions, health care, 3 weeks annual PTO etc. Salary range ($150,000 - 180,000) dependent on restoration experience and client development skills. Bonuses based on performance if you can bring projects along with you or have a network of clients you can leverage on. Work from home flexibility and autonomy over your projects

Up to US$155000 per annum
New York
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Senior Architect (Revit Based)

Key Responsibilities: Lead and manage architectural projects, ensuring they are delivered on time, within budget, and to the highest quality standards. Utilize Revit to develop detailed architectural designs, plans, and documentation. Collaborate with multidisciplinary teams including landscape architects, urban designers, interior designers, and graphic designers to create cohesive and integrated design solutions. Provide mentorship and guidance to junior architects and design staff. Conduct site visits and oversee construction phases to ensure design integrity and compliance with specifications. Engage with clients to understand their needs, present design concepts, and maintain strong relationships. Stay current with industry trends, building codes, and regulations to ensure all designs are compliant and innovative. Qualifications: Bachelor's or Master's degree in Architecture. Minimum of 8 -10 years of professional experience in architecture, with a significant portion of that time spent in a senior or leadership role. Proficiency in Revit is mandatory. Strong portfolio demonstrating a range of project types and scales. Excellent leadership, communication, and project management skills. Ability to work collaboratively in a multidisciplinary environment. Strong understanding of sustainable design principles and practices. Knowledge of Australian building codes, standards, and regulations is preferred. Benefits: Competitive salary and benefits package. Opportunity to work on diverse and challenging projects. Supportive and collaborative work environment. Professional development opportunities and career growth. Commitment to work-life balance.

Negotiable
Brisbane
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Senior Interior Designer - Brisbane, Australia

We are helping our client, a leading architectural firm, to search for a Senior Interior Designer. This esteemed firm is renowned for its innovative and high-quality designs in retail, residential, and hospitality sectors. They are looking for a talented and experienced Senior Interior Designer to join their team in Brisbane, Australia. Position Overview: As a Senior Interior Designer, you will play a pivotal role in shaping and executing design concepts for a diverse range of projects, including retail, residential, and hospitality spaces. With at least 7 years of experience, you will bring your expertise and vision to create inspiring and functional environments. You will lead project teams, collaborate with clients, and ensure that all design elements meet our high standards of quality and innovation. Key Responsibilities: Lead and manage the design process from concept to completion for projects including retail, residential, and hospitality projects. Collaborate with clients to understand their needs, preferences, and budget, and translate these into compelling design solutions. Develop and present design concepts, mood boards, and detailed drawings. Oversee the preparation of construction documents, specifications, and material selections. Coordinate with contractors, suppliers, and other stakeholders to ensure project timelines and budgets are met. Mentor and guide junior designers, providing feedback and fostering a collaborative and creative work environment. Stay current with industry trends, materials, and technology to continuously bring fresh ideas to our projects. Ensure all designs comply with relevant codes, standards, and regulations. Qualifications: Bachelor's degree in Interior Design, Architecture, or a related field. Minimum of 7 years of professional experience in interior design, with a strong portfolio demonstrating expertise in retail, residential, and hospitality projects. Proficiency in design software such as AutoCAD, Revit, SketchUp, and Adobe Creative Suite. Strong understanding of design principles, color theory, and spatial arrangements. Excellent communication and presentation skills, with the ability to convey design ideas effectively to clients and team members. Proven ability to manage multiple projects simultaneously and meet deadlines. Attention to detail and a commitment to delivering high-quality work. Knowledge of Australian building codes and regulations is required. Only shortlisted candidates will be contacted.

Negotiable
Brisbane
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REMOTE - Lead Building Automation Controls Engineer

As one of the largest AEC Firms across the US, we are looking to build our BAS/BMS Controls Division across the US. We need Lead Building Automation Engineers with Strong DDC Programming Experience to lead our teams. This is a REMOTE role! Having recently secured million-dollar contracts, we are looking to build our Building Automation group and need to leverage some senior controls engineer who can be part of large controls projects. We are looking for someone: 5+ Years HVAC Controls experience Technical Understanding of Installing, Troubleshooting, Commissioning, Designing and Programming DDC's Familiarity with one of the following: Tridium Niagara, Siemens, Automated Logic, Distech, Honeywell, Johnson Controls, Alerton or Schneider Ability to interact with customers and coordinate technicians Willingness and desire to progress and improve career They are willing to offer: Remote work Salary up to $150,000 + Overtime Full Medical Benefits 401k saving plans Progression to Management Roles Apply now to put your career in the right direction.

US$110000 - US$150000 per annum
United States of America
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Forensic Mechanical Engineer

We are representing a renowned multidisciplinary engineering firm based in the heart of Seattle. With a legacy of innovation and excellence, this firm prides itself on delivering cutting-edge solutions across a variety of engineering disciplines. The team is a dynamic blend of experts dedicated to pushing the boundaries of design and engineering. We are now seeking a talented and experienced Forensic Mechanical Engineer to join this exceptional team. Position Overview: As a Forensic Mechanical Engineer, you will play a pivotal role in investigating and analyzing mechanical systems and failures. Your expertise will be crucial in diagnosing issues, providing insightful solutions, and contributing to the resolution of complex mechanical problems. This position offers a unique opportunity to apply your engineering skills in a forensic context, working on diverse projects that demand meticulous attention to detail and innovative problem-solving. Key Responsibilities: Conduct thorough investigations of mechanical failures and incidents. Analyze data, systems, and materials to determine root causes of failures. Prepare detailed technical reports and documentation of findings. Provide expert testimony and consultation as required. Collaborate with multidisciplinary teams to develop and implement corrective actions. Ensure compliance with industry standards, codes, and regulations. Participate in site inspections, testing, and evidence collection. Stay updated with advancements in forensic engineering methodologies and technologies. Qualifications: Bachelor's degree in Mechanical Engineering or a related field (Master's degree preferred). Professional Engineer (PE) license required. Minimum of 5 years of experience in forensic mechanical engineering or a related field. Strong analytical and problem-solving skills. Excellent written and verbal communication skills. Proficient in using forensic engineering software and tools. Ability to work independently and as part of a collaborative team. Attention to detail and a high degree of accuracy in work. Experience providing expert testimony is a plus. If you meet the above qualifications and are interested in learning more, please don't hesitate to apply.

US$100000 - US$150000 per annum
Seattle
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Structural Engineer

A leading engineering firm in Seattle is seeking a skilled and motivated Structural Engineer to join their dynamic team. The ideal candidate will have a strong background in structural engineering, with experience in designing and analyzing various types of structures. You will collaborate with architects, contractors, and other engineers to deliver high-quality projects on time and within budget. Responsibilities: Design and analyze structural systems for buildings, bridges, and other infrastructures. Prepare detailed engineering reports, plans, and specifications. Conduct site inspections and assessments to ensure compliance with safety standards and regulations. Collaborate with project teams to develop innovative and cost-effective solutions. Utilize advanced software tools for structural analysis and design. Provide technical guidance and support to junior engineers and drafters. Participate in project meetings and communicate effectively with clients and stakeholders. Ensure all projects adhere to local, state, and federal regulations. Qualifications: Bachelor's degree in Civil or Structural Engineering (Master's preferred). Professional Engineer (PE) license in Washington State. Minimum of 5 years of experience in structural engineering. Proficiency in structural analysis software such as SAP2000, ETABS, or similar. Strong knowledge of building codes, standards, and regulations. Excellent problem-solving skills and attention to detail. Strong communication and teamwork abilities. Ability to manage multiple projects and deadlines effectively. If you meet the above requirements and are interested in learning more, please don't hesitate to apply.

US$100000 - US$150000 per annum
Seattle
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Architect

Mid-Level Architect Full-time Company Summary: A nationally valued architecture and designer firm is looking to add a Mid-Level Architect to their team. Work with a strong team of architects, engineers, interior designers, and planners who all share a common vision. A vision to elevate the human experience from a visionary response. The candidate for this position must have a passion for design and an interest in working corporately. Interested? See below! Responsibilities: Develop and oversee small and medium scale projects Involved in schematic design and construction developments Participate in presentations to clients Provide technical/design direction to the project team Qualifications: Bachelor's of Architecture Licensed Architect in one or more state(s) 8+ years of experience Proficient in Revit Benefits: 401K with company match Flexible schedules/hybrid options Medical, dental, vision, etc. Generous PTO Monthly social events

Negotiable
Philadelphia
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Senior Historic Preservation Architect

Recently celebrating its 100th year in operation, this firm is a nationally renowned top 125 Architecture and Engineering company that serves a diverse array of clients, including higher education and research institutions, federal and municipal governments, K-12 schools, and industrial/manufacturing clients. Across its multiple disciplines it is a recognised leader in the design of high-performance buildings, educational environments, office spaces, transit hubs, historic preservation projects, and mission-critical, secure facilities. Currently searching for an ambitious and expert Historic Preservation Architect to further drive the expansion of their growing design studio. This a unique and exciting opportunity to become a key player in a market leading company and become a pivotal part of driving the development of the office, while getting the chance to experience more opportunity in taking responsibility, working on complex projects, developing client facing skills such as relationship building and new business generation and project management. Projects include condition assessments, historic rehabilitation, restoration, adaptive reuse, and designing new structures that complement historic contexts. We work with buildings and districts listed on the State and National Registers of Historic Places. The ideal candidate for position will have the following skills and credentials: 10-20 years of related experience (Architecture & Historic/ existing buildings) Professional degree in Architecture (Bachelors or Masters) Professional licensure or in the process of acquiring :Registered Architect (RA) Interest Historic Preservation and Architectural History Prior experience with team and project management Passion for historic buildings, design excellence, collaborating within a team and willingness to learn/mentor Knowledgeable in the Secretary of the Interior Standards for Restoration and Rehabilitation, with experience in project reviews through State Historic Preservation Offices. Proven experience in managing projects and leading teams. Skilled in producing comprehensive construction documents Well-versed in both contemporary and historic materials, details, and construction techniques. Possesses strong design and technical skills, with a drive to develop high-quality architecture. Excellent organisational, communication, and interpersonal abilities. Passionate about historic buildings and design excellence, with a collaborative mindset, eagerness to learn and mentor, and personable attitude Proficient in creating visually compelling graphics for building design presentations. Self-motivated, detail-oriented, and dedicated to delivering exceptional client service. Capable of managing multiple projects simultaneously in a fast-paced environment, with adaptability and flexibility. Open to occasional project-related travel within a 400-mile radius. Proficient in AutoCAD™ and Revit™. Experienced with Microsoft Project, Excel, and Word. Familiar with SketchUp, Illustrator, Photoshop, and other graphics programs is a plus US Citizenship required The team deeply values the pivotal role our employees play in driving our success. Our dedication to our full-time staff is underscored by the inclusive benefits package we provide: Competitive salary Flexible work schedule options Leave accrual and paid holidays Healthcare benefits Group Life Insurance, with additional optional life insurance, short and long-term disability insurance Flexible spending accounts for medical and dependent care reimbursement 401(k) Retirement Plan Tuition Reimbursement Parental and maternity leave benefits Employee Assistance Program By prioritising the well-being and professional growth of our team members, we cultivate an environment where everyone can thrive. Equal Opportunity Employer

US$110000 - US$130000 per annum
Baltimore
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Project Architect

Licensed Architects and Project Managers (Texas) Locations: Dallas, Houston, Austin, San Antonio About Them: A well-established architectural practice with a legacy spanning four decades is looking to add to their architecture teams. The firm prides themselves on delivering innovative and impactful designs that enhance the built environment. Their team thrives on collaboration, creativity, and a commitment to excellence. Position Overview: The growing Texas firm is actively seeking Licensed Architects and Project Managers to join their dynamic team across multiple Texas cities. As a key member of their firm, you will contribute to exciting projects that shape the urban landscape in Dallas, Houston, Austin, and San Antonio. Responsibilities: Licensed Architects: Collaborate with clients, stakeholders, and design teams to understand project requirements. Develop architectural concepts, considering functionality, aesthetics, and sustainability. Prepare detailed construction drawings, specifications, and permit documents. Oversee construction phases, ensuring adherence to design intent and quality standards. Manage project budgets, schedules, and regulatory compliance. Mentor junior architects and contribute to their professional growth. Project Managers: Lead project teams from inception to completion, overseeing all phases. Define project scopes, budgets, and timelines. Coordinate with consultants, contractors, and regulatory agencies. Monitor progress, resolve issues, and ensure project milestones are met. Facilitate effective communication among team members. Conduct regular site visits to assess construction progress. Requirements: Licensed Architects: Bachelor's or master's degree in architecture. Active state licensure in Texas. Demonstrated experience in architectural design and project management. Proficiency in AutoCAD, Revit, or other relevant software. Strong communication and leadership skills. Project Managers: Bachelor's degree in architecture, engineering, or related field. Proven track record in managing architectural projects. Familiarity with construction processes and codes. Excellent organizational and problem-solving abilities. Ability to handle multiple projects concurrently. Why Join The Firm? Be part of a collaborative and forward-thinking team. Work on diverse projects across major Texas cities. Competitive compensation and benefits package. Opportunities for professional development and growth

US$110000 - US$110001 per year
Dallas
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Sr. Architect

🌟 Job Opportunity: Registered Architect for Manufacturing, Industrial, and Semiconductor Projects 🌟 Company: A well-established architectural firm in Dallas, Texas, with a rich legacy spanning over two decades, is experiencing remarkable growth. As they expand their portfolio, they are seeking talented professionals to join their dynamic team. Position: Registered Architect Location: Dallas, TX (with potential opportunities in Houston as well - Healthcare focused office in Houston) Role Overview: The firm is seeking a skilled Registered Architect to contribute to their exciting projects in the fields of manufacturing, industrial facilities, and semiconductor design. As part of their collaborative team, you will play a pivotal role in shaping innovative spaces that drive progress and enhance functionality. Responsibilities: Collaborate within the design team, working closely with stakeholders, engineers, and clients. Facilitate design efforts from schematic design to design development phases and through to construction. Contribute your expertise to manufacturing, industrial, and semiconductor projects. Ensure compliance with industry standards, codes, and regulations. Participate in project meetings, presentations, and reviews. Qualifications: Registered Architect with a valid license in Texas. Bachelor's or Master's degree in Architecture. Proven experience in manufacturing, industrial, or semiconductor projects. Proficiency in relevant software (AutoCAD, Revit, etc.). Strong communication skills and ability to lead and collaborate effectively. 5+ years of industry experience What We Offer: Competitive salary range Full-time position (Monday to Friday). Opportunities for professional growth and career advancement. Engaging projects that make a real impact. Opportunity for leadership within the Dallas office

Negotiable
Texas
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Sustainability Director

About Us: LVI's client is a leading architecture and engineering firm committed to designing and building sustainable, innovative, and resilient projects. Our team of experts work collaboratively to create environments that positively impact the communities they serve. We pride ourselves on integrating cutting-edge technology with sustainable practices to deliver exceptional results. Position Overview: We are seeking a dynamic and visionary Sustainability Director to lead and expand our sustainability initiatives across all projects. The ideal candidate will be a forward-thinking leader with a deep understanding of sustainable design, energy efficiency, and environmental stewardship within the architecture and engineering industry. This role will involve collaborating with various departments, clients, and stakeholders to drive sustainable practices and ensure our projects meet the highest standards of environmental responsibility. Key Responsibilities: Develop and implement comprehensive sustainability strategies for the firm. Lead the integration of sustainable design practices into all architectural and engineering projects. Collaborate with project teams to ensure sustainability goals are met, including energy efficiency, waste reduction, and use of sustainable materials. Stay current with industry trends, regulations, and certifications related to sustainability (e.g., LEED, WELL, BREEAM). Provide expertise and guidance on sustainable building systems, renewable energy technologies, and environmental impact assessments. Conduct sustainability assessments and life cycle analysis for projects. Facilitate sustainability workshops and training sessions for staff and clients. Represent the company in sustainability forums, conferences, and industry groups. Develop and maintain relationships with key stakeholders, including clients, regulatory bodies, and community organizations. Prepare and present sustainability reports and documentation for internal and external audiences. Monitor and report on the progress of sustainability initiatives and projects. Qualifications: Bachelor's degree in Architecture, Engineering, Environmental Science, or a related field (Master's degree preferred). Minimum of 10 years of experience in sustainability, with a focus on architecture and engineering. Proven track record of successfully implementing sustainable practices in complex projects. In-depth knowledge of sustainable design principles, green building certifications, and environmental regulations. Strong leadership and project management skills. Excellent communication and interpersonal abilities. Ability to work collaboratively with diverse teams and stakeholders. Proficiency in sustainability assessment tools and software. LEED Accredited Professional (AP) or equivalent certification preferred. Benefits: Competitive salary and performance-based bonuses. Comprehensive health, dental, and vision insurance. 401(k) plan with company match. Generous paid time off and holiday schedule. Professional development opportunities and support for continuing education. Collaborative and inclusive work environment.

Negotiable
Washington
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News and Insights

Coil Coating Solutions for Designing Unconventional Building Envelopes Image
Architecture

Coil Coating Solutions for Designing Unconventional Building Envelopes

Modern architecture thrives on innovative materials and technologies to bring imaginative designs to life. Among these, coil coatings have emerged as a game-changer for those looking to make a statement with unconventional building envelopes. In this blog, we'll dive deep into the realm of coil coating solutions, their benefits, and how they're revolutionizing contemporary building designs.What are Coil Coatings?Coil coatings are a continuous, automated process for coating metal coils (usually made of steel or aluminum) before fabrication. These precoated metals are then used to manufacture building components, especially for exterior building envelopes. The process ensures a uniform and high-quality finish that's both functional and aesthetically appealing.Benefits of Using Coil CoatingsDurability: Precoated metal offers excellent longevity, with resistance to chipping, peeling, UV rays, and corrosion.Sustainability: Coil coating processes use less energy, produce fewer emissions, and generate less waste than post-paint operations.Versatility: A wide range of colors, finishes, and patterns are available, making it suitable for various architectural styles.Cost-effective: Precoated metals typically require less maintenance and have a longer life span, leading to cost savings over the building's lifecycle.Unconventional Design Possibilities with Coil CoatingsThe real magic lies in the design potential that coil coatings bring to the table. Here are a few ways they're making waves in unconventional building envelope designs:Bold Aesthetics: From shimmering metallics to vibrant hues, designers can bring their boldest visions to life. Gone are the days of muted, monochromatic exteriors. Today's buildings shine, reflect, and even change color based on the viewing angle.Patterned Facades: Advanced printing technologies allow for intricate patterns, whether they're geometric designs, faux finishes, or even realistic depictions like wood or stone. This flexibility empowers architects to design facades that are both functional and artistically striking.3D Textured Surfaces: Coil coatings aren't limited to flat surfaces. They can be applied to metals that are later formed into textured or 3D panels. This creates an added layer of depth and dynamism, pushing the boundaries of traditional building envelopes.Responsive Envelopes: Innovations are underway in developing coil coatings that respond to environmental factors. Imagine a building that changes its appearance based on the weather, temperature, or even air quality!Integration with Other Systems: Precoated metals can be seamlessly integrated with other building systems, including green walls, photovoltaic panels, or smart facades. This melding of form and function is setting new standards for sustainable and intelligent architecture.As the world of architecture continuously evolves, the need for materials and technologies that can keep pace becomes paramount. Coil coatings are proving to be more than just a trend; they're a durable, versatile, and aesthetically versatile solution for the modern architect's toolkit. By embracing these innovative coating solutions, we can look forward to a future where our buildings are not only functional shelters but also works of art that inspire and amaze.For clients who recognize the immense potential of unconventional building envelopes and are seeking to integrate such cutting-edge technologies into their projects, finding the right talent becomes crucial. LVI Associates, with their deep-rooted expertise in the building envelope sector, can connect you with top-tier professionals who understand and can harness the power of coil coating solutions. Don't let your projects be ordinary; ensure they stand out with the best talent in the field. Request a callback from LVI Associates by completing the form below, and let us be your bridge to the future of architecture.Request a call back

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Architects Look to Termite Mounds to Improve Building Ventilation Image
Construction

Architects Look to Termite Mounds to Improve Building Ventilation

Nature has always been an incredible source of inspiration for human innovation. From the streamlined design of high-speed trains, modeled after the kingfisher’s beak, to the invention of Velcro inspired by burdock burrs, biomimicry – the design and production of materials, structures, and systems modeled on biological entities and processes – has significantly impacted the way we create and innovate.One of the most fascinating examples of this is the study of termite mounds by architects and scientists. Believe it or not, these seemingly insignificant structures have been a goldmine of insights for sustainable and efficient building design, particularly when it comes to ventilation.The Wonder of Termite MoundsTo the untrained eye, termite mounds might just appear as large piles of dirt. But inside, they are marvels of architectural design. Termites, despite being blind, manage to build towering mounds that maintain a remarkably stable internal environment. Regardless of the outside temperature, whether it's sweltering hot or chillingly cold, the inside of a termite mound remains stable, hovering around 30°C (86°F).The Secret: Natural Air ConditioningThe key to this impressive thermal regulation is ventilation. Termites have designed their mounds with a complex network of tunnels and chambers that facilitate airflow. The outer wall of the mound is thick and effectively absorbs heat during the day, while the inner wall is thinner and releases heat during the night.Furthermore, the mound is constructed in such a way that when hot air rises (as it naturally does), it gets expelled from the top, drawing in cooler air from the base and surrounding areas. This continuous circulation of air ensures that the temperature remains constant and that the termites, as well as their fungus gardens (their primary food source), thrive.Lessons for Human ArchitectureThe principles demonstrated by termite mounds have been eyed by architects and builders as a potential blueprint for designing buildings that require less energy for cooling and heating.Passive Cooling and Heating: By incorporating design principles from termite mounds, it's possible to reduce our dependence on artificial heating and cooling. This means a significant reduction in energy consumption and associated costs.Natural Airflow: Buildings designed with termite-inspired ventilation can benefit from enhanced airflow, minimizing the need for fans or air conditioning.Sustainability: Leveraging natural systems for building regulation reduces its carbon footprint, making the construction process more sustainable and eco-friendly.One notable example is the Eastgate Centre in Harare, Zimbabwe. This building, designed by architect Mick Pearce in collaboration with engineers at Arup Associates, draws inspiration from termite mounds. By using a passive cooling system inspired by the termites, the Eastgate Centre uses 90% less energy for ventilation than conventional buildings of its size.The Way ForwardAs the world grapples with the challenges of climate change, energy consumption, and sustainability, looking to nature for solutions has never been more pertinent. The study of termite mounds by architects offers a tangible reminder that sometimes, the best answers to modern challenges have already been worked out by nature over millions of years.For hiring managers who recognize the value of innovative thinking and are in search of architectural skill and expertise that champions sustainable design, LVI Associates is here to help. Our consultants understand the nuances of the architectural world and have a keen eye for talent that understands and appreciates the delicate intricacies of design.Request a call back from one of our consultants at LVI Associates to ensure that your next architectural hire can support your journey towards the future of sustainable design.

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Interview & Hiring Guidance Image
data-center

Interview & Hiring Guidance

​5 essential tips for employers, hiring managers, and HR on the hiring process in energy & infrastructure The interview process, from initial phone call screenings and psychometric testing, to face to face interviews with the hiring manager and onsite tours, can often be a long and laborious process. So it is imperative to keep an interview process streamlined and engaged, to ensure talent doesn’t drop out, and your organization, and yourself is represented best. Here are 5 vital top tips for employers to stick to when interviewing top talent. Be present Showing excitement to prospective candidates provides insights for them into the potential team culture and attitude. Asking them questions about themselves, on their interests, their lives, their careers, as opposed to only technical questions to vet their hard skills, goes a long way in connecting on a human level. Another way to connect is by sharing real life examples of the day to day, positive experiences about the role and team, and details about project work. These are important talking points candidates like to know, and while they understand an interview may be rigorous technically, maintaining the conversational, human aspect is important too. Being engaged may sound simple, but given how much of the interview process is over Zoom/VC/phone these days, it is easy to get distracted and check emails or open windows on your computer. Remaining attentive and interested will bring the best out of the interview process and provide a positive candidate experience. Also important is to be interesting yourself. Be in sell modeMany of the above points are indirect examples of selling your team and role. However, in a more overt way, providing exciting opportunities at present and for future career growth are always on candidates’ minds and knowing there is more to be excited about than just hands-on skills or what is in the job description on day one makes them buy into the role and organization more. As part of selling the role, explain why you took this position, and what you liked about the company and team. Be relatable to their circumstances and share with them why the position in your team, at your company, is the best move they can make.Another important aspect to highlight here is the culture. Maybe there is more to what makes the role great than just the daily tasks or responsibilities, such as company sports team, lunch clubs, charitable groups, or environmental initiatives. Highlight what else is enjoyable so that candidates are excited about this role, as well as the team and company, aside from the day to day. These days competition for top talent is so tight, that those cultural differences can distinguish you amongst the rest.Be positive Many of the above points translate to this aspect of hiring, but above all, being cordial, professional, and sharing timely feedback all contribute to a positive candidate experience. In some cases, the candidate may not be a good fit culturally, or for your position, but you should still offer them professionalism and positivity in the interview. Remember, they may have colleagues or a network of other experts that could be better suited for your role/team. You want them to have a positive experience to refer people to you, and maintain your company’s reputation in the market, as well as your own. It's also important to note that many candidates often have other processes in the mix, so if you give them any chances to doubt their experience, they could be more likely to go elsewhere. Be flexible If a professional isn’t the 100% right fit, still ask yourself if there is a place for them in the team or organization, especially if they bring something unique to the company. Keep an open mind when recruiting talent, and consider the future headcount. Potentially you can create a new role for an exceptional candidate, especially if you don’t want to lose someone good to a competitor. See the positives in a candidate’s skillset if they bring enough to the table, and find reasons to say yes, especially in this market. Outside of being flexible with the job description, can you also be flexible with the offer? Offering nuanced benefits, flexible working, and customizing offers to the individual joining can again make the difference between rejecting and accepting. Be decisive The market is still exceptionally hot, so it is vital hiring managers are mindful of how quick an interview process needs to be. “Keeping someone warm” is so important, but if you can’t commit to them you do risk them going in another direction. Therefore, be timely with your feedback, especially if it's positive, to keep the momentum up. If they are at the top of your mind, you should stay at the top of theirs. Try and push approvals quickly as well. This is often bureaucratic but affect whatever influence you can have on an interview or hiring process, and don’t allow things to slow down if you can control it.Finally, be competitive. Don’t allow back and forth negotiations to hinder a process or allow time for other processes to catch up. Put your best, most competitive offer forward so it entices them from the very start.  To hire the best candidate for your open role, get in touch with LVI Associates today. As a specialist talent partner in energy & infrastructure , we have access to industry-leading talent around the world. Find the talent you need by submitting your vacancy, or request a call back below to elevate your hiring process with the right talent partner today.

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Finding a company culture that fits  Image
Management & Culture

Finding a company culture that fits 

For professionals seeking a new job, it’s often factors like salary, the day-to-day of the role itself, and the company brand that are central to the decision process. But each company has its own culture, customs, and values, even if they aren’t clearly defined, and they actually have more of an influence on your productivity, success, and even earnings than might be immediately clear. The world of work has undergone some remarkable transformation over the last few years, accelerated by the pandemic and the redefining of our values that it sparked - not to mention the major shift to a candidate-driven job market. As a result, experts have been given the opportunity to rethink what’s important to them in their day-to-day work life beyond the paycheck or job spec, and in large professional sectors in particular, such as technology and finance, this has positively influenced hiring companies’ approach to culture and its pivotal role in attracting and retaining top talent, as well as quality of work. A company’s culture is essentially its personality, and while some may think of it as a buzzword that signifies lunch time yoga or wearing casual clothes to work, it plays a much greater role in how an employee shows up for work every day than any promotion, bonus, or salary could. Thankfully, businesses are catching on, and companies from trendy new start-ups to corporate powerhouses are adapting to the changing needs of professionals, investing more intentionally in developing cultures focused on collaboration, positivity, and flexibility, alongside added perks that are both useful and unusual, giving them an extra competitive edge. Business cultures are just as varied as those in societies, and there can be danger in taking a job in a company where there is a cultural disconnect between employer and employee. This can lead to issues down the line as the employee becomes unhappy and the employer is dissatisfied with attitude or performance. When interviewing for a new role, it is therefore imperative that you are conducting your own assessment of their culture and how you would fit into it. It’s one thing to ask broadly about what their culture is like, but it’s important to come prepared with more specific questions in order to get a deeper sense of what life as an employee there would really be like. This article will look at what to focus on when assessing the culture of a workplace you are interviewing for, and how to get a realistic impression of the culture by doing some digging yourself before accepting a job offer. Look beyond the free gym passWhen reading about a potential role at a new company, it’s important to look beyond the shiny, eye-catching perks that they’ll want to tell you all about. While a free gym pass, pizza Fridays, a pool table, and fabulous social events are alluring, (and rightfully so, as they are a sign of a company that wants to reward the hard work of its employees) these are surface level, and your experience in the company will depend much more on deeper cultural traits and values such as flexibility when you need it, a supportive team environment, recognition, and opportunities for growth. While some perks are inventive and exciting and can certainly enhance your experience, a cool office space will never compensate for a negative work environment, and your happiness is always more important than a brand name on your CV or a bottle of beer on a Friday. Remember that perks are part of company culture, but not the culture itself, and tt is a company culture that helps businesses pull through times when money for perks isn’t on tap.What is truly important to you?You can work in a beautiful office with tastefully exposed brickwork and a designer chair, but none of this will matter if you hate your job. Approaching your job search having previously assessed what exactly you are seeking from your work life, what your non-negotiables are, and which elements of company culture will have the biggest impact on you, will help you to stay focused and land the role that’s right for you. Work out what truly motivates you and will support you to be the best version of yourself both professionally and personally, whether it’s flexible working options, a diverse workforce, or a tight-knit team, and see if this is provided by the company you are interviewing for. Consider which environments make you feel productive. How do you best work? Are you seeking more autonomy and the option to work from home? Then you may not be a fit for a company that is heavily focused on collaboration and team socialising.What is the company’s mission? Its values? Does it have a corporate social responsibility programme? A diverse workforce? Pinpoint those core values and see how they align with the messages companies are including on their employee value proposition and materials for professionals. These will inspire commitment and confidence in both your search and in the decision you land on.How to research a company culture as a professionalJust as you’ll want to get a feel for a neighbourhood before you buy a house, the same applies when you are searching for a new job. Your actual exposure to a company can be limited within the recruitment process, so we recommend using the following to research a company’s culture.Do some digging online​Have a look at employee review sites such as Glassdoor for comments from inside the company on their culture. However, keep in mind that people are potentially more likely to leave a bad review than a good one. This may mean, however, that a company with a slew of great reviews could be a particularly positive sign.​See if you have any connections within the company on LinkedIn and get the inside scoop from them. Again, don’t take these viewpoints as gospel, but rather as a building block and a way to get a general idea of employee experience. LinkedIn is also a way to find out the general tenure of people who work there as well as possibilities for progression and development. Good retention and development can be a sign of a positive company culture. Branch out during your interviewWhile an interview is a company’s chance to determine whether your skills and experience are right for the role, a large part of the decision will come down to character fit, which is essentially another way of determining how you would fit into their culture. It’s also a two-way street, of course, meaning it’s your opportunity to figure out if their culture is a fit for you, too. A great way to get the answers to this question that you need is to find an opportunity to speak candidly to your interviewer or others you meet within the business. These are likely the people you’ll be interacting with regularly and you’ll want to get a sense of how they communicate, both to you and to each other. Are they excited about the company? Do they seem to get along well? Do you have things in common beyond the professional? These are all factors that contribute to the overall culture and will impact your everyday experience.Get specificAsking a generic question will give you a generic answer, and hiring managers and other people who may be part of your interview process don’t want to hear the same old question interview after interview. Instead, show the company you’re interviewing for that you’re looking for more than to just show up, do the work, and get paid. You’re an individual with more to offer, and all parties will benefit from a good cultural fit. In addition, it’s not enough for you to take their word that they have a great company culture. Get into specifics and request examples of when company values and culture have led to success or excellent employee wellbeing. For example, say that you want to work somewhere where personal development is taken seriously, and then ask for an example where a personal development program has helped an employee achieve a promotion or a new qualification. Or if mental health support is important to you, ask about the ways in which the company offers this and whether it’s been well utilised. These stories and examples will give you a much better impression of how the culture works rather than memorised lines about remote working policies and employee engagement. And on top of that, you’ll get a much better feel for the people behind the job titles, which is half the battle when it comes to understanding where you fit into a company’s culture. No matter what position you find yourself in, use these tips to spot the work cultures that will — and will not — work for you. The company you ultimately choose should enable you to flourish rather than wear you (or your well-being) out.

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data-center

Phaidon International Findings

​As a leading talent partner, we keep our finger on the pulse when it comes to hiring trends, and 2022 was no exception. It has never been more important for companies to understand what business-critical professionals are thinking when it comes to making career changes, what compensation they’re after, and what benefits they really desire.We surveyed our vast, global network of the best, in-demand professionals, and came up with a number of valuable insights that employers need to know about if they want to attract the best talent, and just as critically, keep them.Discover what is motivating top talent around the world right now with our highlights across Engineering & Infrastructure.Download your copy of this report by completing the form below:​

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Building Services

The Five Soft Skills You Need for Remote Working

​Working-from-home will endure after the Covid-19 pandemic has passed. Before government lockdowns, only 3.4% of the U.S. workforce telecommuted at least half the time. Yet, many businesses have had to adapt to their employees remote working. This forced organizational shift may change the very nature of work forever; many employees have found they enjoy avoiding the commute and spending more time with their family and employers can no longer object to remote working as unfeasible. Already, employees are asking if working-from-home is completely out of the question when the world returns to some version of normality. In fact, 68% of UK workers say they are more or equally productive at home.As expectations change, current and prospective employees will need to prove working-from-home is a valid long-term option. Download this 19-page guide to discover the five soft skills you will need to succeed and how to improve them.

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Technology

​The Key to Attracting Female Talent to Engineering

Women remain as scarce as ever in engineering and advanced manufacturing. By the latest estimates, women make up only 13% and 9% of the US engineering and advanced manufacturing workforce respectively. These statistics reveal the state of stagnation over the last few decades. The numbers haven’t changed since 2001, for fact advanced manufacturing, the current estimate represents a decline of one per cent. Why are less women drawn to pursue engineering? One suggestion: they are less competitive. Researchers suggest that gender differences in psychological traits contribute to gender occupational segregation. They argue that women are generally more risk averse and less competitive than men, which affects the “choice of field of study, which in turn affects future career choice.” The report cites a study from the Netherlands that found even after accounting for grades, perceived mathematical ability and socioeconomic background, gender differences in competitive can account for 20% of their subject choice.However, a study by Muriel Niederle, a professor at Stanford, and Lise Vesterlund found that women were much less confident in their abilities, and this caused them to shy away from situations in which they would have to compete with others.One way to combat this is to give women more encouragement. Among STEM subjects, engineering continues to have one of the highest rate of attrition and women have a higher turnover than men. Several reasons have been posed for this, including an inflexible and demanding work environment that made work-family balance difficult and stigma consciousness. Indeed, in a recent survey by DSJ Global, 41% of engineering professionals say that a lack of accommodation for work-life balance and family is the main challenging to increase gender diversity.Gender bias, whether incidental or deliberate, has a profound impact on attracting women into engineering roles. Dan Brook, a director of LVI Associates, comments that he has witnessed the effects first hand when it comes to recruiting female talent: “We had one individual, who got through to the final interview stage at a well-known engineering firm. She did her due diligence and saw that the board of directors were all men—so she pulled herself out of the process. She thought they wouldn’t suit her. This shows there’s a practical, as well as moral, reason to diversify your board and your company. Gender diversity, or a lack of it, has a real impact on talent acquisition. This is tangible.”​Changing the landscapeChange really has to come from the top down, advises Dan Brook, but he has observed a renewed commitment from legislators with regard to supporting diverse businesses, “I first heard about this in Texas a few years ago, where the government are supporting female or minority lead companies through a number of certification schemes, including the Historically Underutilized Business (HUB) Program and, nationally, the Disadvantaged Business Enterprise (DBE).” The Historically Underutilized Business (HUB) Program was created to promote full and equal procurement opportunities for small business that are at least 51% owned by women or minority groups. Once their application is approved by the Texas Comptroller of Public Accounts (CPA), the company is considered ‘certified’ and agencies using them on contracts receive credit toward meeting established HUB goals.In Texas, the state-wide HUB goals for procurement are 11.2% for heavy construction other than building contracts and 21.1% for all building construction. Nationally, the Disadvantaged Business Enterprise (DBE) operates in a similar fashion. Where for-profit small businesses have at least a 51% interest and also control management and daily business operations, they can receive a DBE certification from the relevant state-generally the state Uniform Certification Program (UCP). As recipients of financial assistance from the Department of Transportation, state and local transportation agencies are then responsible to establish DBE subcontracting goals. Such programs play just a part in driving diversity in engineering. Not all companies can, or will be, minority-led, but they need to find ways to increase their gender balance. All firms need to create an integrated talent pipeline that hires and promotes female talent. The first step to accomplishing this is to understand why female engineers exit from the recruitment process. Download our complimentary report that takes a deep dive into the engineering, manufacturing, transport and logistics responses from Why Women Withdraw from the Recruitment Process.

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Building Services

How to Make the Perfect Job Offer

Finding the perfect candidate for your latest role can be a long and arduous road. Once you have found the employee with the skills you need and an attitude which will fit perfectly within your team, it is time to make your job offer. In a perfect world, you will get an enthusiastic acceptance. However, if you are hiring in a busy sector, or trying it is likely you may have to negotiate salary and other benefits before you can seal the deal.Competition for talent is fierce. The pressure is on for hiring managers to secure the right candidate by offering an attractive compensation package before they accept an offer from a competitor. The aim of a salary negotiation is not to find a compromise where both parties are dissatisfied but find a balance where you both come out feeling valued, and enthusiastic about moving forward. Negotiating salary can be a tricky business that requires a high level of strategy.​​Set your limits before you advertise the jobSalary negotiations can be complicated - planning will give you an obvious advantage. Before you even start interviewing your candidates, you need to choose the right salary to advertise, including the upper limit to where you are willing to negotiate for an exceptional candidate.Your lowest salary offer should still be in line with industry standards, with your upper limit reserved for excellent candidates who will offer extra value to the role. Don’t include your upper salary limit in any of your job advertising or recruitment efforts. There are several elements to consider when deciding on monetary compensation, including:The seniority of the position on offer– how many people will they be managing? Will they be heading up important projects?The current labor market– will this be a difficult or easy position to fill?The current performance of your company– how much can you afford to pay a new candidate?The skills required for the job – are they rare? Do you need a specific combination of hard and soft skills?The salaries of others in the company– is the upper limit offered still within the bracket you have set for others at this level?Your location– are you based in an expensive city or area where more compensation is needed to make up for elevated living costs?The best way to avoid negotiation is to ensure your initial offer is attractive and fair compared to benchmarks within your industry. Use online tools such as PayScale and Glassdoor to look at salary benchmarks for similar roles within your sector. Remember that it is likely your candidate will also be using these tools to make their own comparisons.It is also vital to keep within existing pay levels within your company. Going above these may help you secure a candidate but can lead to issues further down the line where other team members may feel undervalued and demoralized.​Find out your candidate’s current salaryThe candidate you are interviewing is under no obligation to tell you their current salary, but there is no harm in asking politely. This information is important when it comes to negotiating a salary. If their current salary is higher than your upper negotiating position, then it is time to question if they are the right candidate for you. This is best done early in the interviewing process. You can ask a candidate their desired salary in the interview to prepare for later negotiations and speed up the process. This allows you to root out candidates who are holding unrealistic salary expectations.​Make a fair initial offerIf you want to avoid a lengthy negotiation period, make sure your initial salary offer is a fair one. Though it is not an official rule, it is a given that most professionals will be expecting at least a 20% pay rise when seeking a new position, particularly with the cost of living increasing. However attractive the position is and however great the benefits your company provides are, salary is still the main motivating factor for taking a role - you need to offer a fair package to a skilled candidate which remains within your company guidelines. Your offer needs to be a fair reflection of the candidate’s experience and skills.Lowballing your candidate in anticipation of a counteroffer will only lead to your candidate regarding your company with suspicion, and you may gain a reputation as a timewaster. Salary negotiations should not be treated the same way as trying to sell a used car. Consider the long-term impact of the hire during your negotiations. Making a fair offer will help bring more value to your company in the long run through the work of an employee who knows that they are respected and valued.Conversely, offering a very high number to your candidate can come across as desperate and make your candidate second guess their decision to take up the offer. Your candidate will be aware of the value of their current skill-set, and a high overvaluation can lead to further suspicion and hesitation from the employee. Finally, ensure your initial offer is lower than your upper range, which should have been decided before the job was advertised, to leave room for negotiation.​Highlight benefits beyond salaryIf you are aware of competitors in your market who can provide bigger salary packages than you, consider the benefits of working for your company beyond the wage. Depending on your candidate, some of these benefits can be very attractive in helping improve the employee’s quality of life. If you are unable to completely match a salary request during a negotiation, there are other benefits you can offer that may entice a new employee to join. These could include:Additional or unlimited annual leave– a generous holiday offer, including the recent trend amongst start-ups to provide unlimited leave, shows a level of trust and value.Flexible working– Allowing employees to work from home one day a week or schedule their work around their lives using a flexi-time structure is particularly attractive to those with children.Professional development– If there are opportunities for the candidate to take on additional training, learn new skills or start a new progressive career track, there is more long-term value in taking the role offered.A positive company culture– If the candidate is coming from a toxic or high-pressured atmosphere where they experienced burn-out, it may be an important and attractive prospect to work in an office with a supportive and positive atmosphere. Statistics such as staff retention rates and testimonials from other employees can help support the representation of your culture.Perks- such as free gym membership, funding for travel into work, subsidized lunches, attractive office facilities, and social opportunities.These can all be compelling reasons for your ideal candidate to choose your role, even if the salary isn’t what they expected. These benefits can help employees save money, cut down on stress, and enjoy their role. This provides compensation which focuses on quality of life - which can be very appealing during negotiations.​Offer alternative monetary benefitsIf you are facing troubles in salary negotiations and it looks like you may lose the candidate who will bring the most value to your company, it is worth considering offering additional monetary benefits. These can include:Performance-related bonuses– agree to pay a bonus if certain targets and milestones are hit.Commission– some roles can benefit from a commission rewards system, where the employee is compensated for business and leads generated for your company.A signing bonus– a one-off signing bonus rather than a higher salary bracket is often a great way of satisfying both parties. It shows enthusiasm for wanting to onboard the candidate quickly while saving your company on payroll in the long term.A later salary negotiation– if you are unsure about offering a higher salary bracket now, you can promise another negotiation over salary after a probation period, on completion of a training course or if a performance target is hit. It is vital that you do follow up on this promise, as you do not want to lose the trust of your new staff member.Shares or profit-sharing– get your candidate invested in the success of your company by offering shares as part of the job offer.The importance of feedbackProvide succinct feedbackYour feedback is the most important part of your communication with a rejected applicant. Good interview feedback needs to be succinct, considerate and honest. It is often the case that there was nothing particularly wrong with the candidate, but there just happened to be another candidate with more relevant experience or stronger skills. Stating this to a candidate should not offend their feelings—it’s the reality of job hunting in a busy and high-quality labour market. You don’t want to provide a lengthy critique which kicks your applicant when they’re down, but providing constructive and specific feedback will also be useful for your candidate.​Request and value feedbackAnother way to show respect to a candidate and gain a brand advocate is to ask for feedback on your interviewing and hiring process. You have given your honest and succinct feedback, respect that hiring is a two-way street and request some feedback on their experience. You can do this either in your phone and email correspondence, or set up a feedback survey to collect data from several rejected candidates. Requesting feedback shows you value and trust the opinions and viewpoints of the candidate, alongside providing you as a hiring manager with useful insights on how you can further optimize and structure your recruitment and candidate search process.​Be honest about future opportunitiesIn some cases, you may be rejecting a candidate you have a genuine interest in hiring in the future. Maybe they weren’t quite the right fit for the current role, but they may slot into your future growth plans. If this is the case, tell them. However, do not finish a job rejection on a false promise if you know you have no interest in hiring the candidate now or in the future. Only invite a candidate to apply for future roles if you think they would be a good cultural fit in your company in the future. Inform them if their details will be kept on file within your company for future positions.​Gaining a brand advocate in a rejected candidateEnding a job rejection on a positive note is no mean feat, but it is the first step in nurturing and maintaining a good relationship with the candidate and gaining a brand advocate. You want to keep qualified candidates of exceptional quality active within your talent pool, and maintaining positive communication with a rejected candidate may save you on hiring times and costs at a future date. Stay in touch with rejected candidates, either via email or professional social media such as LinkedIn. Follow up on their progress, and congratulate them when you spot they have landed a new job.You can keep up communication through inviting rejected candidates to events or seminars hosted by your company, a networking opportunity for both you and your candidate. You can also ask to add the candidate to your email newsletter database, or suggest they follow your company on social media so they can stay informed on hiring and growth. Treat candidates as you would like to be treated. Keeping up positive, timely, succinct and direct communication will gain you a brand advocate and a new addition to your passive talent pool.​These guidelines can help to negotiate and extend the perfect job offer that's impossible to refuse. Once the offer is made, this isn't the end of the process -the ball still remains in the candidate's court. As a talent specialist with a well-garnered candidate portfolio, we are a one-stop solution for all your talent needs. Contact us today and we can help in the job offer process.

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Architecture

How a Specialist Recruiter Can Help You Secure Your Dream Job

​Looking for a new role is a stressful and time-consuming process, especially in the infrastructure and engineering sector, where demands for specific soft and hard skill sets are high. You may often find your CV and cover letter in the digital ‘black hole’, never to get a reply, or struggle to get ahead in a busy job market.One of the best ways to find your perfect role is to contact specialist recruiters within the engineering sector. Not only can they find roles which match your skill sets, but they can also ‘champion’ you throughout the process so your dream employer keeps you in mind as a strong candidate.This article covers how specialist recruitment agencies can help you with your job hunt on every step of the recruitment cycle, from helping you edit your CV to suit certain roles through to helping you negotiate a good salary when you get a job offer for your dream role.​​

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Architecture

German Architecture Reimagined in 2019

​As Germany celebrates the Bauhaus Centennial in 2019, contemporary architects such as Ole Scheeren have reimagined German architecture, casting off stereotypes that German architecture is austere and utilitarian. Walter Gropius, the architect who founded the Bauhaus School in Weimar in 1919, adhered to the tenet that form follows function. In practice, that meant the style of architecture reflected its purpose. In OleSheeren’sTED talk “Why great architecture should tell a story,” he denounced the design adage. “For much of the past century, architecture was under the spell of a famous doctrine. ‘Form follows function’ had become modernity's ambitious manifesto and detrimental straitjacket, as it liberated architecture from the decorative, but condemned it to utilitarian rigour and restrained purpose,” he said. Sheeren, the principal of Büro Ole Scheeren Group - with offices in Berlin, Beijing, Hong Kong, and Bangkok, advocates that form should follow fiction—and by fiction he means the stories of people who live and work in the buildings. Scheeren’s visually stunning, inventive buildings such as Singapore’s Interlace—31 apartment blocks, each six storeys tall, stacked in a hexagonal arrangement around eight idyllic courtyards that encourage human interaction and community—proved that German architecture firms can successfully compete on the international stage. An increasing number of German architecture firms compete internationally“German architecture is notorious for being far more practical and pragmatic than being design focused, but this is changing,” said Jo-Pearce, Head of Architecture at LVI Associates.  “German architects and construction companies are trying to change opinions and there is a real desire to design and build eye-catching buildings. This is demonstrated by the huge increase in architecture firms getting involved in international competitions.” Although there is a trend to restore old-school German architecture, such as the restoration of the old citycentreor “the Altstadt” of Frankfurt which was destroyed during World War II, there is also a trend to build ultra-modern, innovative urban developments such as HafenCity in Hamburg.  “The shift within the German market is seeing companies employ design-orientated architects to focus on infrastructure projects,” said Pearce. “Germany as a country is trying to break the stereotype of being the flagship nation of grey boring design within the building and infrastructure sector. Projects such as the Hamburg underground station is a prime example of the new direction Germany is looking to take with their design identity.” HafenCity development attracts international investmentThe opening of visually spectacular Elbbrücken Underground station in December 2018 was a significant milestone in the development HafenCity. Its ellipsoidal arch profile has been created by crossing arched steel frames that form a diamond-shaped grid pattern. Now visitors to HafenCity can get off at the station and see the burgeoning HafenCity vista from the platform at the Elbe River. HafenCity has attracted international investment and is regarded as a 21st-century urban experiment. Demand from construction companies increase architect job openings“Larger construction companies are developing their design departments within urban planning and architecture, so they are able to influence design” explained Pearce. “Although the investors and government want more design-orientated projects, those constructing the project want to ensure they maintain profitability. As I result, the demand from construction companies for architects has seen a huge increase in the last six to twelve months.” Opportunities will abound during the Bauhaus centennial and Germany will honour its past but continue to evolve—and architects will find an increasing number of openings with design-build firms. “What this will mean for the projects ideally is a world where they are completed within budget and on time but still having form as well as function,” said Hayes. Alex Hayes, Managing principle at LVI Associates, adds; “This is so exciting for German architecture and really brings them into the 21st Century. At LVI we are working with the companies and the candidates that are at the forefront of this change and innovation. If there are any architects or engineers in Germany that want to be part of this revolution, they should definitely speak to one of our consultants.”----------About UsLVI Associates is the leading specialist recruitment agency for the infrastructure sector. We were born from the fusion of two existing companies—Laking Group and Viridium Associates who recruited for the oil and gas and renewable energy markets. While working for some of the largest energy companies in the world, we realised that we could transform more careers and support greater projects and companies by opening our services to the wider infrastructure market. More than the sum of our parts, today LVI Associates provides permanent, contract and multi-hire recruitment from our global hubs in Boston, London and Singapore. Contact us to find out more.

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