Data Center

Data Center

LVI Associates: Your Partner for Exceptional Data Center Talent

The use of data centers, to store and share applications and data, is at an all-time high. 

Pivotal in facilitating digital transformations across a number of industries advancing themselves with AI, machine learning, IoT, and cloud computing, the expansion of data centers has led to a talent shortage. The need for the right professionals to design, build, and run data centers is critical for organization’s to keep up with the growing demand for their services. 

With over 15 years of dedicated recruitment experience, LVI Associates offers talent solutions tailored to the specialized needs of data center professionals and organizations across every phase of the energy and infrastructure lifecycle. Whether sourcing talent for the design and architectural phases of a data center, overseeing the construction and engineering aspects, networks and systems, or facilitating ongoing maintenance and operations, our expertise spans the entire spectrum of skills and roles critical to the success of data center projects.

If you're a business or organization that needs to onboard data center talent, request a call back to get to know what we offer here at LVI Associates. Alternatively, submit a job description if you already have a live vacancy. 

Whether you are looking for world-class data center talent, or are a data center professional exploring new career possibilities, LVI Associates can help. We supply top-tier talent to the industry, including Senior Project Managers, Senior Water Resource Engineers, and more.

If you're a data center professional looking for new career opportunities, please register your CV/resume.

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

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Benefits of working with LVI Associates

As the data center sector embraces edge and cloud computing, AI, and sustainability efforts, it amplifies the demand for skilled professionals in these areas that can drive operational efficiency and environmental responsibility. 

If you requirea data center recruitment support, we offer resources and expertise to help you achieve your business goals. With LVI Associates, you will benefit from: 

Experience

15 years’ experience as a leading talent partner in data centers.

Network

A vast, global network of the best, in-demand data center professionals across APAC, Europe and the US.

Knowledge

Our consultants possessing in-depth knowledge of data centers, meaning they understand the intricacies of roles and the skillsets required by employers.

Take the first step in overcoming your talent shortage by completing our form. Our dedicated team will walk you through how we can effectively partner with your organization to fulfil your data center recruitment needs.

​Looking to hire? Request a call back

Data Center Roles

As data centers adapt to accommodate growing needs for edge computing, hybrid cloud solutions, and moves towards AI and automation, the need for skilled data center professionals only increases. And as more data center become energy-efficiency and tackle their environmental impact, more data centers will also require individuals who can adopt renewable energy sources to power their operations. If you’re a data center professional, browse our open roles or submit your CV/ resume and one of our consultants will reach out when a position aligns with your profile. 

Lead Sr Data Center Site Acquisition Manager

Client Overview: Pioneering global tech company in the hyper-scale data center development landscape. Operating and developing data centers globally. If you're fueled by innovation and thrive in dynamic environments, we have an exciting opportunity for you. Opportunities across Seattle and Virginia with flexible working. Position Overview: We're in search of an exceptional individual to join our dynamic team. As Senior Lead Site Acquisition Manager, you'll play a directing role in expansion efforts, securing prime locations for our cutting-edge data centers. Responsibilities: Use your sales expertise and transactional skills to identify and secure top-tier data center sites. Conduct thorough market research to uncover lucrative opportunities. Negotiate lease agreements and contracts with property owners. Manage multiple projects from site identification to project kick-off. Requirements: Bachelor's degree in Business Administration, Real Estate, or related field. Proven track record in data center sales and transactions. Strong understanding of site selection processes. Excellent negotiation and communication skills. Ability to thrive in fast-paced environments. What We Offer: Lucrative Commission Structure: Earn commission for every successful transaction, driving your motivation and rewards. Opportunity for Team Building: Take the lead in building and managing your own team. Unparalleled Career Trajectory: Advance your career at warp speed with endless opportunities for growth. Innovation Station: Join a dynamic work culture and collaborate with industry innovators.

US$150000 - US$450000 per annum
Seattle
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Senior Project Manager - Data Center

Ich arbeite derzeit mit einem führenden internationalen Rechenzentrumsentwickler zusammen, der sich auf dem deutschen Rechenzentrumsmarkt mit Standorten in Großbritannien, Frankreich und Spanien etablieren möchte. Dies ist eine großartige Gelegenheit für jemanden, der beim Ausbau des deutschen Geschäfts dieses Unternehmens mitwirken und an einer der größten Rechenzentrumsentwicklungen in Europa beteiligt sein möchte. Wenn Sie einen Schritt in den Sektor der Großrechenzentren wagen oder den nächsten Karriereschritt von einem Generalunternehmer oder einem Beratungsunternehmen zu einem führenden Entwickler machen möchten, könnte dies die richtige Gelegenheit für Sie sein! Nachfolgend finden Sie eine Zusammenfassung der Aufgaben, die Sie erwarten: Leitung von Rechenzentrumsprojekten mit einer Leistung von mehr als 180 MW. Verantwortliche Leitung und Unterstützung interner und externer Projektteams für das Rechenzentrum. Zusammenarbeit mit Auftragnehmern und Kunden, um eine hohe Qualität der Projektabwicklung zu gewährleisten. Verantwortlich für die Suche nach Unterauftragnehmern - z.B. Architekten und Ingenieuren. Verantwortlich für die Projektaufsicht und Überprüfung aller Disziplinen, einschließlich Elektrik, Mechanik, Steuerung und Architektur. Projektmanagement in allen Phasen der HOAI und Arbeit nach den AHO-Richtlinien. Um für diese Stelle in Frage zu kommen, sollten Sie die folgenden Qualifikationen mitbringen: Hochschulabschluss in Bauingenieurwesen oder Architektur 8+ Jahre Erfahrung im Projektmanagement Erfahrung in der Arbeit an Rechenzentrumsprojekten oder vergleichbaren kritischen Infrastrukturen. Projektmanagement, Baumanagement oder ähnlicher technischer Schwerpunkt mit Erfahrung in der Verwaltung und Verhandlung von Verträgen und Kundenbeziehungen. Liebe zum Detail und die Fähigkeit, mehrere Verantwortungsbereiche zu managen, eine gute Erfahrung in der Leitung von Projekten und der Unterstützung Ihres Teams bei der fristgerechten Erreichung von Zielen. Erfahrung mit Rechenzentren mit einer IT-Kapazität von mehr als 50 MW ist von Vorteil, aber nicht unbedingt erforderlich. Wenn dies eine Gelegenheit ist, über die Sie mehr erfahren möchten, zögern Sie nicht, sich zu bewerben und wir können ein vertrauliches Gespräch vereinbaren, um weitere Einzelheiten zu besprechen.

£100000 - £130000 per annum
Frankfurt (Oder)
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Construction Manager - Data Centers

Wir suchen derzeit einen Construction Manager (m/w) in Festanstellung. Die Position wird in Frankfurt angesiedelt sein. Mein Kunde sucht eine selbständige Fachkraft für die Leitung von internen und externen beauftragten Gewerken. Sie sind verantwortlich für die Termin-, Kosten- und Qualitätskontrolle sowie für die Kommunikation mit dem Kunden. Was wir suchen: - Gute Kenntnisse der VOB - Fließende Deutschkenntnisse in Wort und Schrift - Erfahrung im Baumanagement - Bereitschaft zur Reisetätigkeit in Deutschland Was wir Ihnen bieten: > Sichere Festanstellung in einem wachstumsstarken High-Tech-Markt > Qualifizierte Fort- und Weiterbildungen > 30 Tage Urlaub > Vergünstigtes Einkaufen > Firmenwagen > Mitarbeiter-Bonus > Regelmäßige Teamevents, kostenlose Erfrischungen > Flache Hierarchien Wenn Sie sich für diese Gelegenheit interessieren, zögern Sie nicht, sich zu bewerben, und wir können ein vertrauliches Gespräch vereinbaren, in dem wir weitere Einzelheiten besprechen.

€75000 - €95000 per annum
Frankfurt am Main
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Senior Project Manager - Data Center

Ich arbeite derzeit mit einem führenden internationalen Rechenzentrumsentwickler zusammen, der sich auf dem deutschen Rechenzentrumsmarkt mit Standorten in Großbritannien, Frankreich und Spanien etablieren möchte. Dies ist eine großartige Gelegenheit für jemanden, der beim Ausbau des deutschen Geschäfts dieses Unternehmens mitwirken und an einer der größten Rechenzentrumsentwicklungen in Europa beteiligt sein möchte. Wenn Sie einen Schritt in den Sektor der Großrechenzentren wagen oder den nächsten Karriereschritt von einem Generalunternehmer oder einem Beratungsunternehmen zu einem führenden Entwickler machen möchten, könnte dies die richtige Gelegenheit für Sie sein! Nachfolgend finden Sie eine Zusammenfassung der Aufgaben, die Sie erwarten: Leitung von Rechenzentrumsprojekten mit einer Leistung von mehr als 180 MW. Verantwortliche Leitung und Unterstützung interner und externer Projektteams für das Rechenzentrum. Zusammenarbeit mit Auftragnehmern und Kunden, um eine hohe Qualität der Projektabwicklung zu gewährleisten. Verantwortlich für die Suche nach Unterauftragnehmern - z.B. Architekten und Ingenieuren. Verantwortlich für die Projektaufsicht und Überprüfung aller Disziplinen, einschließlich Elektrik, Mechanik, Steuerung und Architektur. Projektmanagement in allen Phasen der HOAI und Arbeit nach den AHO-Richtlinien. Um für diese Stelle in Frage zu kommen, sollten Sie die folgenden Qualifikationen mitbringen: Hochschulabschluss in Bauingenieurwesen oder Architektur 8+ Jahre Erfahrung im Projektmanagement Erfahrung in der Arbeit an Rechenzentrumsprojekten oder vergleichbaren kritischen Infrastrukturen. Projektmanagement, Baumanagement oder ähnlicher technischer Schwerpunkt mit Erfahrung in der Verwaltung und Verhandlung von Verträgen und Kundenbeziehungen. Liebe zum Detail und die Fähigkeit, mehrere Verantwortungsbereiche zu managen, eine gute Erfahrung in der Leitung von Projekten und der Unterstützung Ihres Teams bei der fristgerechten Erreichung von Zielen. Erfahrung mit Rechenzentren mit einer IT-Kapazität von mehr als 50 MW ist von Vorteil, aber nicht unbedingt erforderlich. Wenn dies eine Gelegenheit ist, über die Sie mehr erfahren möchten, zögern Sie nicht, sich zu bewerben und wir können ein vertrauliches Gespräch vereinbaren, um weitere Einzelheiten zu besprechen.

£100000 - £130000 per annum
Frankfurt (Oder)
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Solutions Engineering Manager

Job Description: The client is seeking a highly skilled and experienced Solutions Engineering Manager to lead their dynamic team in the data center industry based in South Korea. The ideal candidate will have a deep understanding of data center infrastructure, strong technical expertise, and the ability to drive innovative solutions and sales to meet our clients' needs. This role requires exceptional leadership skills, strategic thinking, and a customer-centric approach to deliver state-of-the-art data center solutions. Key Responsibilities: Team Leadership and Development: Lead, mentor, and manage a team of solutions engineers to ensure high performance and professional growth. Foster a collaborative and innovative team environment to drive continuous improvement. Set clear objectives and key performance indicators (KPIs) for the team. Solution Design and Implementation: Oversee the design and implementation of data center solutions that meet client requirements. Collaborate with sales, project management, and technical teams to ensure seamless project execution. Conduct thorough assessments of client needs and develop tailored solutions. Technical Expertise and Innovation: Stay abreast of industry trends, emerging technologies, and best practices in data center design and operations. Provide technical guidance and support to the team and clients. Drive innovation by integrating new technologies and methodologies into solutions offerings. Client Engagement and Support: Build and maintain strong relationships with clients, acting as the primary point of contact for technical matters. Present solutions to clients, articulating the value proposition and addressing technical queries. Ensure high levels of customer satisfaction through effective communication and support. Project Management: Oversee project timelines, budgets, and resources to ensure successful delivery of data center projects. Coordinate with cross-functional teams to manage project risks and resolve issues promptly. Track project progress and report on milestones to stakeholders. Strategic Planning and Execution: Develop and implement strategic plans to expand the company's footprint in the South Korean data center market. Identify and pursue new business opportunities, leveraging industry networks and market insights. Contribute to the development of marketing and sales strategies to promote data center solutions. Qualifications: Bachelor's degree in Mechanical or Electrical Engineering, Computer Science, or a related field. Master's degree preferred. Minimum of 5+ years of experience in the data center industry. Proven track record in designing and implementing complex data center solutions. Strong understanding of data center infrastructure, including power, cooling, networking, and security. Excellent leadership and team management skills. Strong project management skills with experience managing large-scale projects. Exceptional communication and presentation skills. Fluency in Korean and English communications. Preferred Skills: Professional certifications such as PMP, CDCP, CDCS, or similar. Experience with data center management software and tools. Knowledge of regulatory requirements and standards in the data center industry. Ability to work effectively in a fast-paced and dynamic environment. If you are interested in this opportunity, please submit your application with an updated CV detailing your relevant experience to this job post or directly Only shortlisted applicants will be contacted.

Negotiable
South Korea
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Site Manager

Wir suchen ab sofort einen Bauleiter (m/w) für den ELT-Betrieb bei einem Ausfuhurungsunternehmen mit großen Rechenzentrumsprojekten! Unser Kunde wurde im Jahr 2022 gegründet und ist eine Tochtergesellschaft eines 600 Mitarbeiter starken Elektrotechnik-Unternehmens in Deutschland. Seit seiner Gründung ist das Unternehmen schnell auf über 40 Mitarbeiter angewachsen und befindet sich auf einem stetigen Wachstumskurs! Mit einer Präsenz in ganz Europa und internationalen Expansionsplänen ist unser Kunde auf der Suche nach fleißigen, karriereorientierten und ehrgeizigen Mitarbeitern, die in ihre Zukunft investieren wollen! Wichtige Details: Junges und dynamisches Team 40-Personen-Firma Moderne Technologie (fortschrittlich in BIM und BMS-Systemen) SpezialistenfürRechenzentren EuropäischePräsenz DeutscheProjekte 14 Monatsgehälter Enorme Entwicklungsperspektiven Ihre Verantwortung: Teilnahme an Baubesprechungen im Zusammenhang mit der Montage und Ausführungshinweis Arbeitsvorbereitung und Disposition des Baustellenpersonals Baustellendokumentation inkl. täglicher Bau- und Arbeitsberichte Erstellen, Verfolgen und Abzeichnen von Kontroll-, Arbeits- und Stundenberichten intern und gegenüber Kunden Baustellenorganisation (Ausrüstung, Logistik, Reinigung, Entsorgung, etc.) Qualitätssicherung, insbesondere im Hinblick auf Baugenehmigungen, Normen und sonstige Vorschriften VerantwortungfürSubunternehmer: BearbeitungvonReklamationen Betriebsleiter in der Inbetriebnahmephase Ihr Hintergrund: Elektrotechnische Ausbildung HTL/FH/Meister/Lehre 5 Jahre Erfahrung in vergleichbarer Position Reisebereitschaft in der DACH-Region 100% mit flexiblen Aufenthalten je nach Projektanforderung, jedoch maximal 2 Wochen am Stück Staplerschein, PASMA, IPAF von Vorteil Führerschein B FließendedeutscheSprachkenntnisse Wenn Sie daran interessiert sind, den nächsten Schritt in Ihrer Karriere zu machen, dann bewerben Sie sich jetzt!

Negotiable
Germany
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Electrical Superintendent - Data Center - Houston

**$150,000 - $190,000 salary** Electrical Superintendent - Data Center Construction - General Contractor Opportunity My client is a US Top 5 ranked Leading Contractor who currently work from East to West Coast performing exceptional data center, healthcare, residential and pharmaceutical construction projects. The company currently have large Data Center projects located in Houston and Austin Texas in their backlog and are looking for an experienced Electrical Superintendent to join an exciting team, starting with projects in Houston! With projects in the pipeline across the US, the ideal candidate will be willing to travel to complete projects in different states. Data center campuses, highly technical cooling systems and advanced AI systems are all taking place on a daily basis on these projects, so having a strong electrical/mechanical background is highly desired. Some of the other project locations include Virginia, Texas, Arizona, California, Oregon and Georgia with over a billion dollars worth of work breaking ground in each individual location. About the Company 50+ offices across the US Work in multiple sectors globally Exciting pipeline spanning over the next 10 years Offer a competitive package Excellent reputation with repeat business with industry giants Qualifications Must have completed at least 2 Data Center projects from start to finish. (more preferred) 10+ Years of Construction experience Strong background in MEP / Electrical Construction / Mechanical Construction relevant degree (preferred) Willingness to travel US wide is essential

US$160000 - US$190000 per annum
Texas
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MEP Superintendent - Data Center - TEXAS

**$160,000 - $210,000 salary** Travelling MEP Superintendent - Data Center Construction My client is a US ENR Top 5 ranked Leading Contractor who build in most construction sectors all over the globe! The company currently have BILLIONS of dollars worth of Data Center projects in their backlog and are looking for an experienced MEP Superintendent to join an exciting team, starting with projects in Texas! With projects in the pipeline across the US, the ideal candidate will be willing to travel to complete projects in different states. Data center campuses, highly technical cooling systems and advanced AI systems are all taking place on a daily basis on these projects, so having a strong electrical/mechanical background is highly desired. Some of the other project locations include Virginia, Texas, New Jersey, Arizona, California + More, with over a billion dollars worth of work breaking ground in each individual location. About the Company 50+ offices across the US Work in multiple sectors globally Exciting pipeline spanning over the next 10 years Offer a competitive package Excellent reputation with repeat business with industry giants Qualifications Must have completed at least 2 Data Center projects from start to finish. (more preferred) 10+ Years of Construction experience Strong background in MEP / Electrical Construction / Mechanical Construction relevant degree (preferred) Willingness to travel US wide is essential

US$160000 - US$210000 per annum
Texas
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MEP Superintendent - Data Center - Arizona

**$160,000 - $210,000 salary** Travelling MEP Superintendent - Data Center Construction My client is a US ENR Top 5 ranked Leading Contractor who build in most construction sectors all over the globe! The company currently have BILLIONS of dollars worth of Data Center projects in their backlog and are looking for an experienced MEP Superintendent to join an exciting team, starting with projects in Arizona! With projects in the pipeline across the US, the ideal candidate will be willing to travel to complete projects in different states. Data center campuses, highly technical cooling systems and advanced AI systems are all taking place on a daily basis on these projects, so having a strong electrical/mechanical background is highly desired. Some of the other project locations include Virginia, Texas, New Jersey, Arizona, California + More, with over a billion dollars worth of work breaking ground in each individual location. About the Company 50+ offices across the US Work in multiple sectors globally Exciting pipeline spanning over the next 10 years Offer a competitive package Excellent reputation with repeat business with industry giants Qualifications Must have completed at least 2 Data Center projects from start to finish. (more preferred) 10+ Years of Construction experience Strong background in MEP / Electrical Construction / Mechanical Construction relevant degree (preferred) Willingness to travel US wide is essential

US$160000 - US$210000 per annum
Arizona
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MEP Superintendent - Data Center

**$150,000 - $195,000 salary** Travelling MEP Superintendent - Data Center Construction - Columbus Ohio My client is a US ENR Top Ranked Leading Contractor who build in most construction sectors all over the US, is urgently seeking to add an MEP Superintendent to their already successful teams in the data center space. The company currently have close to $1B worth of Data Center projects in their backlog and are looking for an experienced MEP Superintendent to join an exciting team, starting with projects in Columbus Ohio. The first project is a renovation/retro fit project valued over $70M on the first phase, with a further $800M in new buildings locked in once the current project is completed. With projects in the pipeline across the US, the ideal candidate will be willing to travel to complete projects in different states. Data center campuses, highly technical cooling systems and advanced AI systems are all taking place on a daily basis on these projects, so having a strong electrical/mechanical background is highly desired. This is either a travelling or local role in the Ohio space so willingness to travel or commute to Ohio is a requirement for this role. About the Company 5+ offices across the US Work in multiple sectors US wide Exciting pipeline spanning over the next 10 years Offer a competitive package Excellent reputation with repeat business with industry giants Stong travel and beneift packages Qualifications Must have completed at least 2 Data Center projects from start to finish. (more preferred) 10+ Years of Construction experience Strong background in MEP / Electrical Construction / Mechanical Construction relevant degree (preferred) Willingness to travel to Ohio is essential

US$150000 - US$195000 per annum
Ohio
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Mechanical Superintendent - Data Center Construction - Arizona

Mechanical Superintendent - Mission Critical / Data Center Construction / Arizona / Travelling Salary: $130,000- $150,000 We are seeking to add a Mechanical Superintendent for one of the ENR top 5 ranked general contractors in the US. With a strong foot print in the commercial construction space already established across the US, this contractor is aggressively seeking to add experience to their well established data center teams for projects in the Arizona area. They already have multiple high profile, high value and career defining projects already underway, with a further $1B in data center construction locked in for this year Required Experience for role: 5+ years of Data Centre Construction experience Experience handling Mechanical scopes valued over $40M Experience working on MEP Aspects of new Data Center Construction Knowledge of working on Large, Multimillion Dollar Projects is Essential Being local / relocating / travelling to Arizona is essential Experience to preferably come from a General Contractor background Experience to come from mechanical subcontractor Preferred experience for role: Minimum 5 years of data centre construction experience Minimum 5 years of Mechanical System Construction Experience Availability to travel US wide Posses strong relationship building skills

US$130000 - US$150000 per annum
Arizona
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MEP Project Manager Arizona - Data Center Construction

MEP Project Manager - Mission Critical / Data Center Construction / Arizona or Travelling Salary: $130,000- $170,000 We are seeking to add an MEP Project Manager for one of the ENR top 5 ranked general contractors in the US. With a strong foot print in the commercial construction space already established across the US, this contractor is aggressively seeking to add experience to their well established data center teams for projects in the Arizona area. They already have multiple high profile, high value and career defining projects already underway, with a further $1B in data center construction locked in for this year. Required Experience for role: 5+ years of Data Centre Construction experience Experience working on MEP Aspects of new Data Center Construction Knowledge of working on Large, Multimillion Dollar Projects is Essential Being local / relocating / travelling to Arizona is essential Experience to preferably come from a General Contractor background Experience in electrical construction Preferred experience for role: Minimum 5 years of data center construction experience Minimum 5 years of Electrical Construction Experience Availability to travel US wide Posses strong relationship building skills If you want to become part of one of the leading contractors in the world, get in touch and apply to the role.

US$130000 - US$170000 per annum
Arizona
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Data Center News & Insights

The Crucial Role of Data Centers in Financial Services Image
Renewable-Energy

The Crucial Role of Data Centers in Financial Services

In today's digitally-driven era, the financial services industry is undergoing a profound transformation. The rise of fintech innovations, coupled with evolving customer expectations and stringent regulatory requirements has propelled financial institutions towards a data-centric and technology first approach. To truly comprehend the implications of this shift, consultants at Selby Jennings, Larson Maddox, LVI Associates and Glocomms have identified three key considerations crucial for financial institutions when expanding their services and their reliance on data centers. Let’s look at how these factors shape the future trajectory of data center infrastructure, cyber security, and regulations.Data centers serve as the backbone of financial operations, facilitating the seamless execution of transactions, safeguarding sensitive information, and supporting data-intensive applications. In the context of the financial services industry, where milliseconds can translate into millions and data integrity is non-negotiable, the reliability, security, and scalability of data center infrastructure are critical.3 Key Considerations for Financial Institutions in the Development of Data Centers 1. Compliance and Regulatory StandardsCompliance and regulatory standards play a pivotal role in the financial services industry. Regulatory adherence is paramount, as financial institutions must comply with various codes of practice and laws governing data privacy, security, and retention. When considering or designing data center infrastructure, it's crucial to ensure compliance with industry-specific regulations such as GDPR, PCI DSS, SOX, among others. Meeting these standards not only mitigates the risk of non-compliance penalties but also safeguards the organization's reputation. Furthermore, hiring the right talent with expertise in regulatory compliance, such as an in-house general counsel, is essential to ensure that data centers align with these standards.2. Security and Data ProtectionIn an era of escalating cyber threats, secure data centers are paramount, particularly for financial institutions holding invaluable financial data. They are prime targets for cybercriminals aiming to exploit this wealth of information. To counter this threat, adopting multi-faceted security protocols is crucial.Hiring skilled cybersecurity staff is essential in this environment. These professionals possess the expertise needed to combat evolving threats and maintain the integrity of organizational systems. Investing in cybersecurity personnel ensures companies have the defenses to mitigate risks and preserve the trust of customers and stakeholders in an ever-evolving digital environment.3. Cost Efficiency and SustainabilityCost optimization remains a continuous focus for financial institutions, driven by industry competitiveness and the imperative to maximize profitability. Achieving a balance between cost efficiency, performance, and reliability requires a strategic approach to data center infrastructure design. Embracing energy-efficient technologies, such as advanced cooling systems and optimized power distribution units, significantly reduces operational expenses and minimizes carbon footprints, aligning with growing sustainability objectives. These technologies not only enhance efficiency but also free up human resources for more strategic initiatives by streamlining operations and reducing hardware footprint. Additionally, integrating renewable energy sources like solar or wind power into data center operations further reduces reliance on traditional energy sources, mitigating costs and promoting environmental stewardship.The alignment of cost efficiency and sustainability underscores the importance of prioritizing environmentally responsible practices in financial institutions. Collaborating with an energy and infrastructure talent partner to reduce data center carbon emissions is recommended in finding the right talent. This strategic partnership can contribute to the adoption of energy-efficient technologies, automation, and renewable energy sources. Ultimately, it enables institutions to effectively manage costs while advancing sustainability goals in the digital age.Importance of finding the right talentIn financial services, the acquisition of top-tier talent is of upmost important to success. With the advent of fintech innovations, the intersection between talent acquisition, infrastructure, cyber security, regulatory and legal is becoming increasingly important. By tapping into the resources and networks offered by Phaidon Internationals' brands, organizations can streamline their hiring processes, mitigate talent shortages, and gain a competitive edge in the fast-paced world of financial services & sciences. Through targeted talent acquisition strategies tailored to the unique needs of each client, Phaidon International agencies enable organizations to build high-performing data center infrastructure, cyber security, financial technology and regulatory and legal teams capable for the future of the industry. Phaidon International - Accelerating growth through talentPhaidon International was established with the ambition to provide talent solutions underpinned by industry expertise. Delivering our capabilities through our deliberately curated group of 6 brands, each one specializes in the following industries where a relentless supply-demand imbalance exists:• Financial Sciences & Services – Selby Jennings • Energy & Infrastructure – LVI Associates • Supply Chain – DSJ Global • Life Sciences – EPM Scientific • Technology – Glocomms • Regulatory & Legal – Larson Maddox Contact us to learn more about our global services.

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Future-Proofing the Data Center Industry Image
industry insights

Future-Proofing the Data Center Industry

Data centers are an integral part of the modern digital landscape, with revenues expected to double by 2030. Designed to support data storage, distribution, and interpretation, data centers are the core infrastructure of the internet and cloud computing, powering everything from social media to online shopping through a combination of hardware and software. As the world becomes increasingly digitized, the demand for data centers is only going to increase. However, with this growth comes new challenges, including scalability, security, and environmental concerns. Discover how the data center industry is future-proofing itself to overcome these hurdles in this blog. Future-Proofing the Data Center Industry Future-proofing the data center industry requires a proactive approach in addressing its challenges to ensure sustainability, efficiency, and adaptability. One of the primary concerns is the escalating power consumption of data centers. These facilities are voracious consumers of energy, and with growing needs for data processing, the energy required will only continue to surge. To counter this challenge, data center operators are actively exploring innovative solutions to curtail energy consumption.Renewable energy sources are being embraced to power data centers, decreasing reliance on traditional power grids and minimizing the carbon footprint. Solar, wind, hydroelectric, and geothermal energy are among the sustainable options being harnessed to power these centers. Moreover, there's a concerted effort to optimize cooling systems within data centers, utilizing advanced cooling techniques, airflow management, and liquid cooling technologies. These advancements aim to enhance energy efficiency by reducing the power required for cooling equipment. Another pivotal challenge lies in adapting to High-Performance Computing (HPC). As data processing needs to rapidly change, data centers must exhibit unparalleled flexibility to accommodate these fluctuations in workloads. To navigate this issue, data center operators are actively exploring cutting-edge technologies like software-defined infrastructure and edge computing. Software-defined infrastructure allows us to control computer hardware using software and manage all the parts of a data center from one central place. This means we can change how much computing power we use based on what we need at any given time. On the other hand, edge computing means processing data closer to where it comes from, making things like IoT devices and real-time analytics work faster and more efficiently. Using these technologies helps data centers stay flexible and quick to respond. Future-proofing means making sure data centers can keep up with changing needs while also being environmentally friendly. This involves using sustainable energy and new technologies. Data Center Locations According to a report by Statista, as of September 2023, the United States had the highest number of data centers worldwide with 5,375. Germany and the United Kingdom followed with 522 and 517 data centers. Take a closer look at the data below showing the amount of data centers globally:Find more statistics at StatistaThe data centre sector has shown strong growth over the years. The International Data Corporation (IDC) forecasts that worldwide spending on public cloud services will reach $1.35 trillion in 2027, reflecting a five-year compound annual growth rate of around 20%. This remarkable growth is particularly evident in countries such as the United States, Germany, and the United Kingdom. In these nations, there is a substantial number of data centers, and their consistent expansion underscores an increasing reliance on digital infrastructure. The escalating demand for digital services, storage, and connectivity is a clear indication of the pivotal role that data centers play in modern society. As businesses and individuals continue to generate and depend on vast amounts of data, the ongoing expansion of data centers becomes imperative. These facilities provide robust, reliable, and secure data management solutions, ensuring that the ever-increasing volume of digital information is handled efficiently. The growth of data centers is not merely a response to current needs but a strategic move to address the anticipated surge in data generation and reliance on digital resources in the future. ​Data Center Support It is important to note that the success of a data center project depends on hiring the right people at the right time. As the use of data centers continues to grow, it is essential to have the right talent to design, build, and run data centers to keep up with the escalating need for their services. With over 15 years of dedicated recruitment experience, LVI Associates offers talent solutions tailored to the specialized needs of data professionals and organizations across every phase of the energy and infrastructure lifecycle. Whether sourcing talent for the design and architectural phases of a data center, overseeing the construction and engineering aspects, networks and systems, or facilitating ongoing maintenance and operations, LVI Associates’ expertise spans the entire spectrum of skills and roles critical to the success of data centers. Request a call back from our data center consulants If your organization needs to onboard data center talent, request a call back below from one of our data center consultants at LVI Associates.

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Key Factors for Energy and Infrastructure Professionals When Changing Jobs Image
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Key Factors for Energy and Infrastructure Professionals When Changing Jobs

In the fast-paced world of energy and infrastructure, it's not uncommon for professionals to contemplate a change in jobs to explore fresh challenges, better remuneration, or specialized roles. Yet, it's pivotal to understand how switching roles might shape your long-term career path. In this article, LVI Associates will explore essential points that energy and infrastructure professionals should contemplate before switching jobs.Alignment with SpecializationEnergy and infrastructure professionals often have specialized skills, so it's vital to assess whether a new job aligns with your specific area of expertise. A seamless transition into a role that complements your skills can lead to a quicker and more productive adaptation into a new position, but moving into a new niche can open up new career options in the future.Industry Sustainability and InnovationThe energy and infrastructure industry is undergoing rapid changes, with a growing emphasis on sustainability and innovation. Before making a career move, research your prospective employer's commitment to sustainability practices, renewable energy, and technological innovations, as a company that values these principles can enhance your long-term career prospects.Safety and Risk ManagementThe energy and infrastructure sector often involves high-risk environments. Assess an organization's commitment to safety and risk management, as companies with strong safety cultures can provide a safer work environment and often better overall well-being.Project Size and ComplexityProjects in the energy and infrastructure industry vary in size and complexity, so evaluate whether a new job offers projects that align with your interests and career goals. Complex projects can offer skill development and future opportunities for similar work.Company Size and StructureThe size and structure of a company can influence your job responsibilities and advancement opportunities. Smaller firms may provide a wider range of responsibilities, allowing for rapid career development, while larger corporations may offer more specialized roles and access to extensive resources. Consider how the company's size and structure align with your career objectives.Professional Development and TrainingProfessional development is integral to career growth, so consider whether a new job provides opportunities for learning and progression. Companies that invest in employee development through training, mentorship programs, and access to resources can be more conducive to long-term career development.Compensation and BenefitsEnergy and infrastructure professionals often command competitive compensation. Evaluate total compensation packages, including salary, bonuses, benefits, and any additional perks offered by potential new employers, ensuring that they meet your expectations and industry standards. In summary, while the engineering sector offers a myriad of opportunities, frequent job changes should be considered carefully. By assessing your alignment with your specialization, staying informed about sustainability and innovation, company sizes and projects, and other vital aspects, you can make an informed decision that aligns with your expertise, values, and long-term career aspirations.If you're navigating a potential career transition in energy and infrastructure, LVI Associates is here to provide expert guidance and insights.

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Bridging the Gap in the Telecommunications World

​In the rapidly evolving landscape of the telecommunications industry, it's interesting to see how different experience levels play distinct roles. A noticeable disparity has emerged; while there is an abundance of professionals with over two decades of experience, demand is particularly soaring for those around the ten-year mark. But why is this the case, and how can we encourage a new pipeline of talent to secure the future of the telecommunications industry? LVI Associates takes a look.The Tech-Savvy GenerationThose with roughly a decade of experience in telecommunications are the ones who witnessed the dawn of personal computers in households and the internet's explosive growth during their adolescent years. Essentially, they are the generation that has naturally adapted to technology's leaps and bounds, making them crucial assets to modern firms. Their affinity for tech means they can quickly grasp tools like Revit in the telecommunications world, streamlining processes and innovating at a pace that can match today’s rapid technological advancements.Shaping the FutureWhile the past remains unchangeable, our current efforts can shape a promising future. One clear strategy is to instill enthusiasm for technology among younger generations. Encouraging Electrical undergraduates and even high school seniors to delve deep into technology careers is pivotal. Not only does this present them with lucrative career opportunities, but it also ensures that the industry has a consistent influx of fresh minds, eager to innovate.Investing in Skills DevelopmentAnother strategy to address this skills gap is to encourage professionals, like Electrical Designers or CAD/BIM Technicians, to pursue the Registered Communications Distribution Designer (RCDD) certification. This is no small task – it calls for significant investments in terms of both time and money from companies. Yet, the returns in terms of skillset enhancement and ensuring quality output are immense.The Future is SmartThe drive towards more interconnected and smart systems is undeniable. With the rise of Smart Buildings and an increasing number of systems integrating into networks, the industry is poised for explosive growth. However, this potential can only be realized if we, the stakeholders of the telecommunications industry, make concerted efforts to usher more individuals into this burgeoning field. The demand for state-of-the-art Building Systems is ever-increasing; meeting it requires both seasoned experts and fresh talent.Working with LVI Associates​The telecommunications world is at a crucial crossroads. By focusing on both the young tech-savvy generation and upskilling current professionals, we can ensure that the industry not only keeps pace with technological advancements but also thrives and innovates. The future is bright – and for organizations looking to hire the best talent, reaching out to an expert is crucial. Request a call back from Jack Doherty at LVI Associates, and let’s ensure that your team is ready to shape and harness the future.​

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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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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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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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​How to Win Top Talent in a Competitive Market  

Covering what top talent in the Civil market is thinking, LVI Vice President Dylan Mather discussed the challenges hiring managers face specifically within Transportation Engineering when seeking to win talent at this year’s ACEC Conference. It’s never been more competitive and more important to value your workforce, and be valued at work, which is why as a top talent partner, we wanted to share with you Dylan’s insights in a quick summary, which also includes a number of highlights from our latest survey. So whether you attended ACEC or not, you can benefit from his thoughts on what is hot in hiring right now.  What professionals are looking for:  Here at LVI Associates we surveyed nearly 2,000 Engineering & Infrastructure professionals from across the US. Some of the standout findings according to Dylan included compensation as the most popular reason why people consider looking for a new role, at 64%. Interestingly, 30.5% chose poor work life balance and 29.5% chose flexible working, demonstrating just how important life outside of work really is for professionals right now. Dylan notes that, “Public sector companies can be more inflexible than say consultancies, who we have seen have embraced the post-Covid-19 working culture of hybrid with more vigor.” Four top tips on dealing with salaries:Supply and demand of talent has driven the costs of salaries up significantly, but salary is not the only motivation behind looking for a new role, or considering whether to stay in a current one. As the above stats show, there are plenty of nuances, and a top talent partner such as LVI Associates will help Engineering & Infrastructure organizations to best understand their candidate needs and requirements. Here are four top tips employers should consider when thinking about salaries and offers: 1. Does your current workforce feel well compensated, and are you attracting new colleagues with a competitive salary? If you’re not sure, you need to find out. Professionals will do research and look at salary benchmarks, as well as speaking to colleagues and other industry connections. Top employers should also take on doing the same research and using this to form your own salary bandings. 2. 62% of our survey respondents said they would consider a lower base for a higher bonus, so are you being transparent about your incentive structure? We suggest being very open about any bonuses and benefits, and using them to your advantage, as they can be the differentiator between you and your competitor. 3. As noted above, often Engineering & Infrastructure are now valuing work/life balance and flexible working, so it is worth during interviews finding out how much someone values their time over money. It can also be a good exercise to work out how much top talent earns per hours per week, to really bring a salary to life. 4. Make sure talent is shown success stories in your business. If there are great examples of people progressing, particularly diverse talent that they can identify with, then you and showing them a path of opportunity, and the conversation then isn’t just about salary and benefits, but about what value they can bring to the role, and what value you can offer as an employer. Being flexible: 81% of our survey respondents indicated that flexible working / WFH policies are important or very important, and 44% would not accept a job offer if it required them to come into the office 5 days a week, Dylan’s recommendation here is to be open and honest: “If you simply can’t make a hybrid schedule work, you still have 56% of the talent market available, and you’ve preserved your reputation. It is worse to overpromise and underdeliver, and you want talent to fit into your culture comfortably.”Relocation challenges & opportunities Another highly discussed factor amongst Engineering & Infrastructure professionals is relocation. 40% of our survey participants would be willing to relocate to a new location, with the top three locations being Florida, Texas, and California. In addition to relocation the topic of commuting and/ or traveling for a remote role was surveyed and close to 30% of candidates are willing to travel five to ten weeks out of the calendar year. Less than 4% of candidates were not willing to travel or able to travel at any point for work in the calendar year.Dylan has some thoughts on these top three locations: “With a low cost of living, warm climate and an influx of new infrastructure projects, I’m not surprised Florida topped our polls. The state is also very family friendly. Texas too has a low cost of living and warm climate, and interestingly is the second largest hub of power and energy companies in the US. It is also seeing a number of exciting solar and wind projects come to fruition. “Another warm area that is proving popular is California. With a diverse population, the state boasts the largest hub of renewable energy and emerging technology companies.” Being personal as an employer:26% of survey respondents picked company culture and good leadership as their top two motivators. Dylan elaborates on this point with a real life scenario he recently experienced as a top talent partner: “One of the attendees at ACEC thanked LVI Associates for helping her find a new role and company, and she ended up joining people she had known for 20 years. When choosing between competing offers, which is more commonplace now, in my experience top talent will make their decision very often, almost exclusively based on who they felt they had more personal connections with.” In other words, remember when interviewing talent that it is as much as an interview for you as it is for them. Attracting diverse talent:  Dylan states that top strategies to attract diverse talent in the Engineering and Transportation space are reflecting on your culture, promoting female talent within the company, having a diverse interview panel, and casting a broader net. In addition to attracting diverse talent Mather also suggests evaluating the ways employers could retain diverse talent better, such as having improved benefits and support, flexible work schedules, providing wellness rooms and/or childcare, as well as having inclusive work events – for example if all the work events are at a bar, not all employees will drink so consider what they may prefer. Key takeaways for how to win top talent in a competitive market:  The key takeaway Dylan highlights is that a high salary request is not the end of negotiations for employers. Flexibility is crucial in the modern workplace and connecting with your candidates is key. Therefore understanding how to sell your location and practicing the “relocation pitch” is extremely important as an example, if you need to attract talent to where you are based: “From keeping traveling requirements to a minimum, to ensuring your company is reflecting the correct culture, and figuring out how to improve benefits and incentives so that you can appear more attractive to diverse talent are all key ways to win top talent in a competitive market.”   Whether you’re an Engineering & Infrastructure firm looking for talent, or a professional seeking a career move, Dylan Mather and LVI Associates can assist you.

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