Automation & Controls

Automation & Controls

LVI Associates: Your Partner for Automation & Controls Talent

Discover LVI Associates for top-tier Automation & Controls talent in engineering and beyond. With global reach and expertise, we offer permanent, contract, and multi-hire talent solutions across the full life cycle of infrastructure projects.

If you're looking to streamline your hiring processes, gain insights on salaries, skills, and benefits, and access a global network of niche skilled Automation & Controls talent, request a call back today or submit a job specification.

Whether you're seeking top talent in Automation & Controls, or are a Building Controls Technician exploring new career opportunities, LVI Associates has you covered. Our dedicated team specializes in delivering exceptional professionals, including Electrical Controls Engineers, System Integration Managers, and Robotics.

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

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

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​Benefits of working with LVI Associates

Automation & Controls revolves around cutting-edge technology and cybersecurity. The demand for these advancements is skyrocketing as businesses, both established and emerging, embrace robotic automation. Factors such as labor shortages, supply chain disruptions during COVID-19, and the need for sustainable and resilient operations are fueling acceleration.

Whether you require swift placements for critical automation positions or strategic talent acquisition solutions, we possess the resources and expertise to deliver outstanding results. Among the many benefits of working with LVI Associates Automation & Controls team are:


We have over a decade’s worth of experience as a leading talent partner in Automation & Controls


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


Our award-winning Automation & Controls 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 Automation & Controls hiring needs.

Looking to hire? Request a call back today.

Current Opportunities

Automation & Controls Engineers will be critical as technology continues to evolve. Companies are always seeking new ways to automate different tasks, so working with a talent partner who understands Automation & Controls engineering could put your career ahead of the curve. Take a look at our current live roles or submit your CV/resume and one our of consultants will be in contact when a job that matches your profile becomes available.

Automation Engineer - Alabama

One of our clients in the system integration industry are looking for a Senior Automation and Controls Engineer within Alabama. The opportunity has the ability to work on a hybrid schedule, with a few days working from home and a couple of days within the office. This individual must be technical in automation and control systems programming, using platforms such as PLC, HMI, SCADA or DCS. As well as being proactive, resourceful, and highly motivated with good communication skills with ability to work in a high output environment. Selling points: Remote working opportunities Great progression/growth structure Minimal Travel Diverse project portfolio Overtime after 40 hours per week Responsibilities: Provide application/control systems design and development for systems. Develop and evaluate alternative system solutions. Modify program/system logic involving multiple systems. Develop proficiency in several programming languages and control device networks for PLCs and HMIs. Interact with customers to gain an understanding of the business environment. Requirements: Bachelor's degree in Engineering or relevant industrial automation experience At least 5+ years' experience within manufacturing or system integration having worked with some of the below systems: Wonderware System Platform Wonderware InTouch FTView ME Studio 5000 / RS Logix 5000 Factory Talk Batch Control Logix Feel free to reach out if you're interested in learning more!


Automation & Controls Engineer

Overview of Role This client is seeking an Automation & Controls Engineer to join their internal engineering team in supporting advanced R&D, manufacturing, and piloting projects. Candidates with a diverse skill set and comfort prototyping a wide variety of I/O and control schemes are desired. This team completes diverse and challenging engineering projects in cooperation with other R&D teams, manufacturing operations, and field engineering. Responsibilities The Automation and Controls Engineer will become the technical leader for designing, modifying, and maintaining in-house systems with a variety of control and I/O hardware. Collaborating with other engineering & technical staff, this individual will take on projects such as: Modifying HMI software for PLC-controlled wastewater treatment pilot skids Designing & building laboratory-scale I/O systems for datalogging experiments Maintaining and upgrading PLC/HMI on manufacturing equipment Providing technical oversight and review of externally-sourced controls packages Qualifications 3+ years' experience designing and/or maintaining HMI software for PLC hardware and software (strong preference given to those with hands-on experience with Factory Talk). Allen Bradley, Siemens, and Automation Direct / C-More are all in use; preference is for expertise with Allen Bradley. Ability to solve challenging automation problems with a demonstrated aptitude for "hacking together" elegant, low-cost prototypes Working knowledge of panel layout, power electronics, and controls wiring principles Experience developing NI LabView projects is a huge plus Demonstrated aptitude for solving integrated I/O and controls challenges Desire to work on a wide variety of technical challenges including both R&D and manufacturing projects Prior start-up experience is desired and/or a demonstrated track record working in high growth, fast paced environments Experience with SCADA systems Experience implementing Industry 4.0 concepts is highly prized (inclusive of IIoT equipment-based sensors, digital twins and data analytic based dashboards) This is a full-time position on-site in Woburn, MA. Travel for this role is expected to be 10% or less. Compensation will be commensurate with experience and include equity and benefits.

US$90000 - US$105000 per annum

BAS Sales Engineer

Building Automation - Sales Engineer Introduction Our client is looking for an experienced Building Automation Sales Engineer to join their growing team in Denver, Colorado. The ideal candidate will have a proven track record of selling building automation solutions to commercial clients. They will be responsible for developing relationships with clients, identifying new opportunities, and managing the sales process from start to finish. Responsibilities - Develop and maintain relationships with clients in the commercial sector - Identify new opportunities for building automation solutions - Manage the sales process from lead generation to closing - Work closely with the engineering team to ensure a seamless transition from sales to delivery - Provide input on product development and marketing initiatives Skills - Strong understanding of building automation solutions - Proven track record of sales success in the commercial sector - Excellent communication and interpersonal skills - Ability to manage multiple projects and priorities - Strong attention to detail Salary/Benefits: - OTE Salary of $200,000+ - Medical, Visual and Dental Cover - 401k Match - Opportunity for Career Progression to Operations Management Submit your application below

US$100000 - US$120000 per annum

Senior Controls Engineer

Fantastic opportunity for a Building Automation Controls Engineer role in Chicago, Illinois working for one of the best companies in the area! They are known for their ESOP benefits and small company atmosphere! Experience needed: 5+ years Building Automation experience Technical expertise in programming and designing large BAS & HVAC Systems Certification in Tridium Niagara/Distech AutoCAD or Visio experience preferred Benefits Include: Employee Profit Sharing Scheme Market-leading health care and 401k benefits Strong progression path If this sounds like the role for you, apply now!

£110000 - £130000 per annum

Senior Controls Engineer

Senior Controls Engineer We are looking for a highly skilled Senior Controls Engineer to join our client's team. As an industry-leading automation and controls company, our client is dedicated to delivering innovative and reliable solutions to their customers. The chosen candidate will have the opportunity to work on exciting projects and make a real impact in their field. Responsibilities: - Develop and implement control systems for industrial automation projects - Design, test, and modify PLC and HMI programs - Troubleshoot and diagnose issues with control systems - Collaborate with cross-functional teams to ensure successful project delivery - Provide technical support to customers and internal teams Skills: - Experience with Allen-Bradley and Rockwell PLC systems - Knowledge of Siemens PLC systems, including Step 7, TIA Portal, and PCS7 - Experience with SCADA software, including Wonderware and Ignition - Strong problem-solving and analytical skills - Excellent communication and collaboration skills Additional Information: - Location: Dayton, Ohio, United States - Position Type: Permanent - Salary: $120-150k

US$125000 - US$140000 per annum

Building Automation Controls Technician

Building Automation - Sales Engineer / Account Executive Introduction Our client is looking for an experienced Building Automation Sales Engineer/Account Executive to join their growing team in Boston. The ideal candidate will have a proven track record of selling building automation solutions to commercial clients. They will be responsible for developing relationships with clients, identifying new opportunities, and managing the sales process from start to finish. Responsibilities - Develop and maintain relationships with clients in the commercial sector - Identify new opportunities for building automation solutions - Manage the sales process from lead generation to closing - Work closely with the engineering team to ensure a seamless transition from sales to delivery - Provide input on product development and marketing initiatives Skills - Strong understanding of building automation solutions - Proven track record of sales success in the commercial sector - Excellent communication and interpersonal skills - Ability to manage multiple projects and priorities - Strong attention to detail Salary/Benefits: - OTE Salary of $170,000+ - Medical, Visual and Dental Cover - 401k Match - Opportunity for Career Progression to Operations Management Submit your application below.

US$110000 - US$130000 per annum

Controls Technician

BAS Controls Technician Introduction We are seeking an experienced BAS Controls Technician to join our team in St Louis. The successful candidate will be responsible for providing customers with the highest quality installations possible in an efficient and timely manner while assuring customer satisfaction. Responsibilities The BAS Controls Technician will be responsible for the following duties: - Installing product and equipment on assigned projects and ensuring customer satisfaction - Ensuring quality completion of projects - Using a variety of hand tools, following blueprints, wiring diagrams, piping schemes or engineering specifications, to install, program, and diagnose systems - Identifying, analysing, and diagnosing systems and products at customer's location - Documenting work by completing paperwork on each job and maintaining files - Providing updates to project managers - Providing technical support to customers Qualifications We are looking for a candidate with the following qualifications: - At least 3 years of experience in a similar role - Excellent communication, interpersonal and customer service skills - Ability to work independently and as part of a team - Strong problem-solving and analytic skills - Ability to work in a fast-paced environment Skills The ideal candidate will have the following skills: - Building Automation - Technical support - Quality control - Installation - Commissioning - Programming Additional Information The successful candidate will be offered a salary of $95,000 - $110,000 (dependent on experience)

US$95000 - US$110000 per annum
Missouri River Township

BAS Controls Engineer - Washington, DC

Fantastic opportunity for a Building Automation Controls Engineer role in Washington, DC working for one of the best companies in the area! They are known for employee appreciation & stellar benefits! Experience needed: 5+ years Building Automation experience Technical expertise in programming and designing large BAS & HVAC Systems Certification in Tridium Niagara/Distech AutoCAD or Visio experience preferred Benefits Include: Employee Profit Sharing Scheme Market-leading health care and 401k benefits Strong progression path If this sounds like the role for you, apply now!

US$100000 - US$140001 per annum

Controls Engineer

Controls Engineer Introduction Our client, a leading automation company, is seeking a Controls Engineer to join their growing team. The ideal candidate will be responsible for designing, developing, and implementing control systems for manufacturing equipment. Responsibilities As a Controls Engineer, you will be responsible for the following: - Designing and developing control systems for manufacturing equipment - Programming PLCs, HMIs, and SCADA systems - Troubleshooting and debugging control systems - Collaborating with other engineers and technicians to resolve issues - Conducting testing and validation of control systems - Ensuring compliance with safety standards and regulations Skills The ideal candidate will have the following skills: - Experience programming Allen-Bradley and Rockwell PLCs - Familiarity with Fanuc and Siemens PLCs - Experience with TIA Portal, PCS7, and STEP 7 - Strong problem-solving skills - Excellent communication and collaboration skills

US$100000 - US$125000 per annum

BAS Controls Programmer - Washington DC

We have a current opportunity for a BAS Controls Technician on a permanent basis. The position will be based in St Louis. For further information about this position please apply. In this position, you will set up the Building Automation Systems on diverse job sites in and around the St Louis area. You will commission and start up BAS systems and document point to point verification, sequence of operations validation and job close out requirements. Coordinates with team leader and customer to precisely understand requirements for all on-site installation and repairs by forecasting issues, gathering materials and synchronizing on-site work. Keeps current products concerning installation, operation, maintenance, service, and repair of direct digital control systems. Continually enforces safety to the highest standards and maintains security and accountability of company issued and procured assets by recording use, wear and conditions. Displays team effort and dedication to customer by maintaining flexibility to work overtime and weeks as the business requires.

US$110001 - US$140000 per annum

Control System Engineer III

We are seeking a Control System Specialist III responsible for efficiently designing, overseeing, testing, executing, and successfully concluding projects within specified timelines and budget constraints. Opportunity to work on cutting edge environmental projects such as waste-energy: landfill emissions, dairy farms, municipalities and wood pallet to energy. Travel is around 40% and you must live in Texas (ideally Dallas/Houston) Primary Duties and Responsibilities: Collaborate with panel production personnel in the fabrication of control panels. Develop protocols and strategies for factory and field testing of control panels and systems. Create PLC and HMI applications in accordance with project specifications and across multiple platforms, adhering to industry standards and best practices. Program complex sequences for process control systems. Manage multiple projects following company protocols and guidelines. Coordinate project activities to meet quality, schedule, and budget expectations. Provide mentorship and supervision to team members. Serve as a technical resource, offering insights and guidance in problem-solving. Oversee activities to ensure manufacturing, construction, installation, and operational testing align with functional specifications and customer requirements. Conduct "3-Way Checks" of Control Panel Drawings. Coordinate the operation, maintenance, and repair of equipment and systems for field installations. Prepare technical documents, including Testing Procedures, Training Plans, and Sequence of Operations. Notify Project Managers and Group Managers of any schedule or budget challenges. Request quotes from vendors and verify that quoted equipment meets specification requirements. Offer technical support to customers via phone, remote access, and on-site service. Attend industry-related training and continuing education sessions. Ensure that manufacturing, construction, installation, and operational testing meet functional specifications and customer requirements. Perform other job-related duties as assigned. Experience, Skills, and Ability Requirements: Minimum of ten (10) years of educational and/or work experience in the control and instrumentation field. Ability to lead a team in designing, writing, and testing software, as well as designing electrical equipment, facilities, components, and products. Demonstrated project management skills to meet quality, schedule, and budget requirements. Proficiency in basic computer software, including Microsoft Office Suite, email, internet, and AutoCAD. Electrical schematics experience is essential. Willingness and aptitude to acquire technical skills. Self-motivated and capable of designing, writing, and testing software and providing hardware services for smaller projects with limited supervision. Strong verbal and written communication skills, enabling effective interaction with customers, vendors, company employees, and subcontractors. Display leadership qualities for mentoring, training, and developing team members. Competencies: Attention to Detail Decision-Making Technical Expertise Self-Management Initiative Effective Supervision Work Environment:

US$100000 - US$130000 per annum

Automation Specialist

Are you a seasoned expert in industrial automation, specializing in Programmable Logic Controllers (PLCs) and Human-Machine Interfaces (HMIs)? Do you have a deep understanding of manufacturing processes and a knack for optimizing them through automation? If so, we have an exciting opportunity for you! We're seeking a talented Industrial Automation Specialist to join our team in Houston, Texas. My client is a respected leader in the Systems Integration space, known for its commitment to technological innovation and operational excellence. We are dedicated to pushing the boundaries of industrial automation, and we are looking for an experienced professional to help us achieve new heights in efficiency and productivity. Job Description: As an Industrial Automation Specialist you will be at the forefront of our efforts to streamline and enhance our manufacturing processes through PLCs and HMIs. You will work closely with cross-functional teams to assess, design, implement, and maintain automation solutions that drive operational excellence. Responsibilities: Collaborate with engineering and production teams to understand manufacturing processes and identify automation opportunities. Design, program, and implement PLC and HMI systems to control and monitor industrial equipment and processes. Integrate PLC and HMI solutions with existing systems and equipment. Conduct rigorous testing and troubleshooting to ensure the reliability and performance of automation systems. Provide technical support and training to operational staff for efficient use and maintenance of automation systems. Stay current with industry trends and advancements in PLC and HMI technologies. Collaborate with cybersecurity experts to ensure the security and integrity of automation systems. Assist in the selection and procurement of automation hardware and software. Requirements: Bachelor's/Associate's degree in Electrical Engineering, Automation, or a related field. Proven experience as an Industrial Automation Specialist, Automation Engineer, or similar role. Proficiency in PLC programming languages (e.g., ladder logic, structured text). Strong experience with HMI development and configuration. Familiarity with industrial communication protocols (e.g., Ethernet/IP, Modbus). Knowledge of automation hardware, sensors, and control systems. Excellent problem-solving and analytical skills. Strong communication and teamwork abilities. Willingness to travel occasionally for on-site support and project implementation. Benefits: Competitive salary and performance-based bonuses. Comprehensive healthcare and dental plans. Retirement savings plan with employer contributions. Ongoing professional development and training opportunities. Collaborative and innovative work environment. Employee wellness programs.

US$90000 - US$140000 per annum

News & Insights

How Smart Buildings Make a Building Green Image
hiring advice

How Smart Buildings Make a Building Green

In today's age, the importance of sustainable and eco-friendly infrastructure cannot be understated. As we grapple with climate change, resource depletion, and urbanization, finding innovative solutions for our built environment becomes paramount. This is where the concept of "Smart Buildings" comes into play. But how exactly does integrating smart technology make a building "green"? Let's delve into the various ways in which smart buildings contribute to a more sustainable future.1. Energy EfficiencyOne of the foremost benefits of smart buildings is the potential for significant energy savings, such as:Smart Lighting: Using sensors and advanced control systems, lighting can automatically adjust based on the amount of natural light available or the occupancy of a room.HVAC Optimization: Smart heating, ventilation, and air conditioning systems can adapt to the needs of the occupants and the external weather conditions, ensuring minimal energy wastage.Energy Monitoring: Real-time energy monitoring can provide insights into energy consumption patterns, allowing for tweaks and changes that can lead to substantial energy savings.2. Water ConservationWater scarcity is a growing concern in many parts of the world, but smart buildings can significantly contribute to water conservation by:Smart Irrigation Systems: These systems use weather forecasts and soil moisture data to water plants only when necessary.Leak Detection: Sensors can identify and alert about leaks in real-time, preventing water wastage and potential property damage.3. Waste ReductionSmart buildings also play a role in reducing waste:Smart Bins: These can signal when they're full, ensuring efficient trash collection and facilitating waste segregation.Integrated Recycling Systems: Automated systems can help sort and manage recyclable materials more effectively.4. Improved Air QualitySmart buildings can monitor and manage indoor air quality, ensuring a healthier environment for the occupants. Systems that help include:Automated Ventilation: Based on indoor air quality readings, smart systems can regulate airflow, ensuring a constant supply of fresh air.Pollution Alerts: Based on external air quality data, buildings can limit the intake of polluted air, ensuring a healthier living or working space.5. Sustainable Materials and ConstructionIn the realm of smart buildings, the materials used for construction play a significant role in enhancing their green credentials. Sustainable materials are those that have a reduced impact on the environment both in terms of their production and their disposal. These can include recycled or upcycled materials, locally-sourced materials that reduce transportation emissions, and materials that require less energy or water to produce.Furthermore, smart construction techniques can be employed to reduce waste during the building process. Prefabrication, for instance, where parts of a building are manufactured in a factory and then assembled on-site, can lead to faster construction times and reduced material wastage. Combining these methods and materials with smart technologies ensures the building starts its life cycle on a sustainable note and continues on that path.6. Integration with Renewable EnergyOne of the hallmarks of a truly smart building is its ability to seamlessly integrate with renewable energy sources, which has had a huge impact on renewable recruitment. These buildings are often equipped with solar panels, wind turbines, or even geothermal energy systems. But this isn't just about harnessing energy; it's also about managing it efficiently.Smart systems within buildings can predict energy needs based on various factors, like occupancy and weather forecasts. They can store excess energy generated during peak times using advanced battery storage solutions and then use it during periods of low energy generation. Some smart buildings even have the capability to feed excess energy back into the grid, effectively turning them into mini power plants. This not only reduces the building's carbon footprint but can also provide economic benefits in areas with feed-in tariff schemes.7. Enhancing Occupant Well-beingA green building is not just about reducing its environmental impact but also about ensuring the health and well-being of its occupants. Smart buildings come equipped with systems that constantly monitor indoor environmental factors like air quality, temperature, humidity, and light levels.For instance, biophilic design elements can be integrated, which focus on bringing natural elements indoors, leading to improved mental well-being and productivity. Smart windows can adjust their tint based on the time of day, ensuring optimal natural light without the associated heat. Air purifying systems, combined with smart ventilation, ensure that occupants are breathing clean air free from pollutants. The focus here is on creating a holistic environment that caters to both the physical and psychological well-being of its inhabitants.​​Incorporating smart technologies into buildings isn't just about advanced gadgets and automation. It's a concerted effort towards creating spaces that are more responsive to their environment and the needs of their occupants. By doing so, we're not just making our buildings smarter, but also greener, contributing to a more sustainable and harmonious future.For organizations and individuals looking to spearhead their next construction or retrofit project with sustainability in mind, the right engineering talent can make all the difference. Harnessing expertise that understands the intricate balance between technology and eco-friendly practices can set your project apart. If you're on the hunt for such expertise, request a call back today and let's collaborate on building a greener tomorrow!Looking to hire Smart Building Tech talent? Contact us.Request a call back

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The Rise of Remote Work in Automation Engineering: The Competition for Talent Image
hiring advice

The Rise of Remote Work in Automation Engineering: The Competition for Talent

The past few years have seen an unparalleled shift in the way industries operate. Amidst global challenges and the changing nature of work, both companies and professionals have found themselves adapting in previously unimaginable ways. Particularly in the Automation Engineering industry, remote work is no longer the future; it's the present. Eloise Smith, Principal Consultant at LVI Associates, sheds light on the nuances of these changes, offering insights into the competition for talent in an evolving landscape.The Shift to Remote WorkGone are the days when Automation Engineers were confined to their office cubicles. With the advent of digital tools and robust communication networks, professionals today have the liberty to work from anywhere, be it their cozy homes or a quiet cafe. This isn't merely a convenience. As the work landscape evolves, so do the dynamics of collaboration, efficiency, and productivity.The Significance of AutomationThe importance of automation and digitalization has become increasingly evident in today's world. Smith states, "This move has highlighted the importance of automation and digitalization in manufacturing and other industries. As companies aim to minimize the risk of future disruptions, automation stands out as the beacon for efficiency, cost-reduction, and enhanced flexibility." This sentiment echoes the collective realization of many industry leaders who understand that proactive adaptation separates the visionaries from the followers.The Battle for the BestThe talent landscape in Automation Engineering is both vibrant and fiercely competitive. The best engineers, equipped with both skill and market knowledge, seek workplaces that offer more than just a paycheck. Flexibility, innovation, and a harmonious work-life balance top their priority lists. Smith captures this sentiment perfectly, remarking, "To succeed in the competition for talent, companies need to provide flexibility as the best engineers understand the market and know they can find the benefits they are looking for elsewhere." It's a call to action for companies to not only understand but also cater to the evolving desires of top-tier talent.Looking To Hire?Automation Engineering is in the midst of a fascinating transformation. As remote work becomes commonplace and automation's significance grows, the race for the best talent is more heated than ever. If your company is on the hunt for an Automation Engineer or if you're keen on delving deeper into these industry trends, request a call back by completing the form below and embark on a journey towards a brighter, technologically advanced future with LVI Associates.

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Interview & Hiring Guidance Image

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

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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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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The Case for Sustainable Business Practice

​Engineering a sustainable future. The world relies on engineering and infrastructure, but both disciplines can have an impact on the climate, with estimates pointing to 70% of global greenhouse gas emissions that stem from infrastructure. How can engineering and infrastructure be a catalyst for meaningful change and scale down the atmospheric temperature rise? The answer could lie in getting the right people in place to collectively tackle the climate crisis.  Our latest guide, The Case for Sustainable Business Practice, explores our key insights and topics covering: Global Initiatives: The Next Phase of Sustainable TransformationA New Dawn for EngineeringAuditing the Carbon FootprintCompanies Leading the ChargeA Concrete Case for DigitalizationGreen Jobs: New Ways to Conduct BusinessSustainable Talent To download the full report, complete the form below:

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LVI Associates Industry Insights - Deep Dive into Roofing & Waterproofing

​Jennifer Keegan, Director of Building & Science in Roofing & Waterproofing for GAF joined LVI’s Sarah Lazar to discuss how to break the glass ceiling in this male dominated industry as part of International Women’s Day celebrations. ​Watch the video or read our short summary here. ​Progression and opportunities to learn​Wherever there is an opportunity to learn and problem-solve on the job, Jennifer accepted and took on, continuing to step our of her comfort zone and recommends to ask lots of questions throughout your career. ​When asked how Jennifer progressed in her career, one point to note is that she attended and shadowed in meetings, which eventually lead to her first leadership role at ASTM. ​Jennifer managers a team of experienced enclosure consultants, architects and engineers. She translates all of their experience to support the design community. The science behind how building enclosures perform well is crucial as it helps to understand the problems, and influences building design to ensure it prevails. ​Life-long relationships​Jennifer has made a number of life-long relationships throughout her career. ASTM was her first industry association engagement, and she was surrounded by more senior, male figures, and they created opportunities for Jennifer to grow. She says she was given these opportunities because she fostered good relationships with people in the industry. And actually Jennifer was recruited into her current role at GAF through her engagement with ASTM. ​Jennifer was one of the few technical women ASTM, then National Women in Roofing recruited her to join their board. From there, she worked her way from Education Chair to then the Executive Board of Directors. ​This presented Jennifer with the chance to network with people she wouldn’t have met otherwise due to industry sector and job location, and has vitally enhanced her knowledge. ​The National Women in Roofing is also an excellent organisation that fosters a sense of solidarity and combats lack of opportunities for women within the industry. ​Career advice for women​Jennifer recommends embracing being part of a minority, and being seen as an underdog. Demonstrate to people that you can back up your capabilities, whether that is debating a technical issue or climbing the scaffolding, because this is where loyalty and respect will grow from, and relationships too. Overall, it really is a people business, and people work with the people they get on with. Therefore, get involved, reach out and ask questions. ​

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LVI Associates Industry Insights - The future of façade engineering

A video series deep dive into a multitude of sectors across engineering & infrastructure Sarah Lazar, Principal Consultant, Forensic Structural & Building Enclosures, LVI Associates, interviews a host of engineering & infrastructure industry experts in our collection of videos. Vicente Montes-Amoros, PE, LEED AP, BD+C, Structural & Façade Engineer at Curtain Wall Design & Consulting joined Sarah to discuss the future of façade engineering, how a building can create a ‘death ray’, and how the industry can be more sustainable. Watch the video or read our short summary on the interview. Considerations & differentiationsWhen deciding a façade system, there are four main aspects you must take into consideration - Structural Thermal Air performance Water PerformanceIt’s also important to also consider different approaches to façade engineering across varying locations. Some suppliers and manufacturers are preferred in certain markets, and it takes time to work through who and what is the preference, for example Virginia and New York are in close proximity to one another, but they use contrasting products & manufacturers, so state-to-state can also be quite different. What is a death ray?A death ray is an example of when a façade doesn’t perform in the way you want it to. The Fenchurch Building, nicknamed the Walkie Talkie in London experienced this, where the split in the vertical & horizontal plains, as well as the natural curve of the structure caused a concentration of sunlight in a focal point – the death ray essentially. This then reflected off the building, causing cars to melt or burn. A similar case also happened in Las Vegas at the Vdara Hotel. Awnings and covering the glass in non-reflective film can help prevent such solar glares, and it is something façade engineers have to consider when working on projects. Technology has also been developed that predicts & quantifies the amount of energy reflected from the building back into the environment, and because of the Walkie Talkie incident, there is more demand for such technology as a result of this incident. The geometry of multiple buildings has also changed to counter causing a death ray. What does the future of façade engineering look like? With a focus on global warming & climate change, there is a lack of understanding when trying to bring systems & components together. For example, some believe triple glazing is the way forward for energy performance and that the energy saved after switching from double glazing would be significant. Triple glazing was tested in Washington DC within a realistic budget, and actually the assumption was not correct. There was very little distance (U Value) between double & triple glazing. Some building owners are concerned with their buildings performance, often driven by energy consumption or bills, so there is a cost benefit to also being more sustainable too. Other building owners have a set budget & know they will sell in a number of years, therefore aren’t concerned with the buildings performance, which can make sustainable façade engineering a little more tricky. In many countries, there is legislation in place to make owners of buildings who aren’t concerned keep up with minimum standards, and contribute to better sustainability. Façade engineering is becoming more specialised & complex, with the industry becoming stricter, meaning the overall façade systems sector will have to find ways to perform better. This will result in the industry reaching new heights than 10 years ago, and what people thought was impossible is now possible, so it is a really exciting time to be in façade engineering.

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Why Counter-Offers are a Waste of Time and Money

​The global engineering and infrastructure sector has a busy market where skilled candidates, particularly with those who have experience in new and emerging technologies, are high in demand. If you face a note of resignation in your inbox, it is tempting as an employer to send back a counter-offer to retain your most valuable employees on the payroll.The sad reality is that those who wish to leave your company most likely don’t have salary as their only or primary motivating factor. Often there are underlying issues behind the reason why they have handed in their resignation, and these won’t be solved with the money of a counter-offer. In fact, most employees who accept a counter-offer leave a company anyway within six to twenty-four months of accepting that offer.This article covers the reasons why you should rethink your choice to make a counter-offer to a leaving employee, and why counter-offers are ultimately a waste of time and money for your company.

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​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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