LVI Associates: Your Leading Partner for Exceptional Environmental Talent

With over a decade's worth of experience, LVI Associates specializes in providing provide permanent, contract and multi-hire talent solutions for the full life cycle of projects worldwide, including in the Environmental sector. We have a proven track record of delivering outstanding talent in areas related to conservation, sustainability, waste, and green initiatives. Our global expertise in recruitment, onboarding, and retaining Environmental professionals ensures that our clients have access to world-class talent with the experience, skills, and passion to make a positive impact in this crucial field.

We are committed to delivering extraordinary Environmental professionals to our clients. If you're looking for talent, request a call back today and we'll fuel your talent pool with our deep sector knowledge and global reach.

If you're an industry professional, don't miss out on the chance to work with the exceptional organizations we work with. Take a look at our current roles or submit your CV/resume to explore the possibilities of finding your dream job in the Environmental sector.

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

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

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Benefits of working with LVI Associates

Industries are increasingly recognizing the need for robust, efficient, and environmentally-friendly projects, skyrocketing the demand for such expertise. Trends like urban growth, population increases, and the need for sustainable solutions to combat climate change are just some of the factors driving this demand.

Whether you're in a rush to fill vital Environmental roles or scouting for the right talent to shape your long-term objectives, we've got the expertise and the personnel to deliver excellent results. Here's what you can expect when you work with the LVI Associates' Environmental team:


We have over a decade’s worth of experience as a leading Environmental talent partner.


A vast, global network of the best, in-demand active and passive Environmental professionals, working worldwide.


Our award-winning Environmental 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 hiring goals.

Looking to hire? Request a call back

Environmental Jobs

Are you passionate about your Environmental career? Don't miss out on our current job opportunities including licensed site remediation, industrial water, wastewater management, and much more. Take the next step towards making a difference. Submit your CV/resume today to seize these incredible opportunities.

Technical Leader - Contaminated Land

Technical Leader - Contaminated Land Company Overview: A national environmental & engineering firm that is fully employee-owned and is widely recognised for its top-tier environmental, geotechnical, and groundwater services across Australia are seeking a Technical Leader - Contaminated Land to join their Melbourne team. The ideal candidate will possess extensive experience in contaminated land assessment, remediation, and project management. This role requires a proactive individual who can lead technical teams, engage with clients, and ensure the successful delivery of projects. Key Responsibilities: Technical Leadership: Provide expert guidance on contaminated land projects, including site investigations, risk assessments, and remediation strategies. Mentor and lead a team of environmental scientists and engineers, fostering a culture of technical excellence and innovation. Stay updated with industry trends, regulatory changes, and emerging technologies relevant to contaminated land management. Project Management: Oversee multiple projects concurrently, ensuring adherence to budget, timeline, and quality standards. Liaise with clients, regulatory authorities, and stakeholders to facilitate project approvals and maintain positive relationships. Technical Expertise: Conduct detailed site assessments, interpret complex data, and prepare technical reports. Develop and implement remediation plans that align with regulatory requirements and client objectives. Business Development: Support business development initiatives by identifying opportunities for growth, preparing proposals, and participating in client meetings and presentations. Collaborate with senior management to develop strategic plans and initiatives for the contaminated land sector. Skills and Qualifications: +10 years of experience in contaminated land management, with a proven track record in technical leadership and project management. Strong understanding of environmental regulations, guidelines, and compliance requirements in Australia. Excellent communication skills, with the ability to effectively interact with clients, stakeholders, and team members. If you are interested, please do apply with your CV and one of our consultants at LVI Associates will reach out. Thank you!


Senior Hydrogeologist - Groundwater Modelling

Location: Perth, Western Australia Position: Senior Groundwater Modeller / Hydrogeologist (Mining) ] Our Client: A global leader in groundwater, hydrogeology, and environmental consulting, providing innovative solutions that address complex hydrological and geotechnical challenges. The company provides a variety of expertise and knowledge in geomechanics, hydrogeology, and microseismicity, developing the most advanced commercial software for various simulations and analysis. Key Responsibilities: Lead and manage groundwater modelling projects from inception to completion. Develop and calibrate groundwater models using industry-standard software (e.g., MODFLOW, FEFLOW). Conduct hydrogeological assessments, including data collection, analysis, and interpretation. Prepare comprehensive technical reports and presentations for clients and stakeholders. Provide expert advice on groundwater management. Mentor and support junior staff, fostering professional growth and development. Collaborate with multidisciplinary teams to deliver integrated project solutions. Stay current with advancements in hydrogeology and groundwater modelling techniques. Qualifications: Bachelor's degree in Hydrogeology, Environmental Engineering, Geology, or a related field. Minimum of 6 years of experience in groundwater modelling and hydrogeology. Proficiency in groundwater modelling software (e.g., MODFLOW, FEFLOW, GMS). Strong understanding of hydrogeological principles and practices. Excellent analytical, problem-solving, and report-writing skills. Effective communication and interpersonal skills. Demonstrated experience in managing complex projects and meeting deadlines. Ability to work independently and as part of a team. Desirable: Master's or PhD in Hydrogeology or a related field. Chartered status or membership with a relevant professional body (e.g., IAH, EIANZ). Experience with numerical modelling and data analysis software (e.g., MATLAB, Python). Project management certification (e.g., PMP, PRINCE2). What We Offer: Competitive salary and comprehensive benefits package. Opportunities for professional development and career advancement. Supportive and collaborative work environment. Flexible working arrangements. Engaging and impactful projects with global exposure. How to Apply: Please submit your CV if you are interested. One of our consultants from LVI Associates will reach out should you be shortlisted.


Senior Contaminated Land Consultant

Location: Darwin, Northern Territory Position: Senior Contaminated Land Consultant / Environmental Scientist About Our Client: A reputable national firm that is fully employee-owned, focusing on hazardous materials and site contamination advice for a range of clients. The opportunity is hands-on, having the chance to work with and be mentored by industry professionals, where you will get to work on large, major infrastructure projects. It can be based in either Canberra or Darwin. Key Responsibilities: Conduct site assessments and investigations for contaminated land. Develop and implement remediation strategies and plans. Perform soil, groundwater, and surface water sampling and analysis. Prepare detailed technical reports, including contamination assessment and remediation proposals. Liaise with clients, regulators, and other stakeholders to ensure project requirements are met. Stay updated with industry regulations, standards, and best practices. Qualifications: Bachelor's degree in Environmental Science, Environmental Engineering, Geology, or a related field. Minimum of 5 years of experience in contaminated land assessment and remediation. Strong knowledge of environmental legislation and guidelines in Australia. Proficiency in using relevant software and tools for environmental assessment. Excellent analytical, problem-solving, and report-writing skills. Effective communication and interpersonal skills. Ability to work independently and as part of a team. Desirable: Postgraduate qualifications in a related field. Membership with a relevant professional body (e.g., EIANZ, AIG). Experience with GIS and other mapping tools. Project management experience. What We Offer: Competitive salary and benefits package. Opportunities for professional development and career progression. Supportive and collaborative work environment. Flexible working arrangements. Engaging and impactful projects. How to Apply: Please apply with your CV if you are interested in this opportunity. One of our consultants from LVI Associates will reach out should you be shortlisted.


Project Manager - Mining

We have a current opportunity for a Project Manager (Mining) - Adelaide on a permanent basis. The position will be based in Adelaide. For further information about this position please apply. The Opportunity We are looking for a Project Leader with experience in the mining industry and an understanding of the local resources market within South Australia. This position offers the chance to collaborate with teams of engineers and designers on a range of programs. Our client is a national engineering leader, providing civil and structural engineering services across Adelaide, Sydney, Brisbane, Sunshine Coast, and other regions in Australia. The Role & Responsibilities Overseeing the procurement, communication, scope, timing, cost, quality, risks, and resources for projects in the mining and resources space. Creating proposals for various mining projects. Engaging with stakeholders and clients to resolve any concerns. Ensure projects are being executed and vetted with proper technical review and practices. Enhance the company's brand and reputation through effect client management and liaison. Coordinate, collaborate and mentor team members. The Ideal Candidate 8-15 years of experience, preferably within the consulting context and having mining exposure. MIEAust or CPEng is highly desirable. Strong project management skills. Experience and knowledge with local guidelines and legislation. If this sounds like you or something you would be interested, please apply with your CV. If you have the appropriate skill sets, one of our consultants will reach out. Thank you for your interest in advance!


Senior to Principal Contaminated Land (Environmental Scientist)

Are you an experienced Environmental Scientist specialising in contaminated land? A leading national environmental firm is seeking a dynamic and knowledgeable professional to join their team in Canberra. Key Responsibilities: Lead and manage contaminated land assessment and remediation projects. Conduct site investigations, risk assessments, and develop remediation strategies. Provide technical expertise and guidance to junior staff. Liaise with clients, regulators, and stakeholders. Prepare detailed reports and documentation. Ensure compliance with environmental regulations and standards. Qualifications: Bachelor's or Master's degree in Environmental Science, Geology, or a related field. Minimum of 4 years of experience in contaminated land assessment and remediation. Strong project management skills. Excellent written and verbal communication abilities. Proven ability to work independently and in a team environment. Familiarity with relevant environmental legislation and guidelines. Why Join Us: Work with a reputable national environmental firm. Opportunities for career growth and professional development. Collaborative and supportive work environment. Competitive salary and benefits package. Contribute to meaningful projects that make a difference in the environment. If you are passionate about environmental science and have a strong background in contaminated land, we would love to hear from you. Share your CV to apply for this exciting opportunity. Even if this role isn't the perfect fit, if you're open to working in environmental and sustainability fields, share your CV - one of our recruitment experts will get in touch.


ESG/Sustainability Lead

About the Company: They are a forward-thinking advisory firm with a strong commitment to sustainability and environmental stewardship. Their team is dedicated to driving positive change through innovative solutions and expert guidance. They are seeking a passionate and experienced ESG/Sustainability Lead to join their team and lead their sustainability initiatives. Key Responsibilities: Develop and implement comprehensive ESG strategies aligned with the company's goals and client needs. Conduct ESG assessments, audits, and reporting for clients across various industries. Provide expert advice on sustainability practices, regulatory compliance, and risk management. Collaborate with cross-functional teams to integrate ESG considerations into business operations and strategies. Stay abreast of industry trends, best practices, and emerging regulations to ensure the company's offerings remain cutting-edge. Lead and mentor a team of sustainability professionals, fostering a culture of continuous learning and development. Engage with stakeholders, including clients, regulators, and industry bodies, to advocate for sustainable practices and drive impactful change. Qualifications: Bachelor's degree in Environmental Science, Sustainability, Business, or a related field. A master's degree is preferred. Minimum of 7 years of experience in ESG, sustainability, or a related field, preferably within an advisory or consulting environment. Strong knowledge of ESG frameworks, reporting standards, and regulatory requirements. Proven track record of successfully leading sustainability projects and initiatives. Excellent communication and interpersonal skills, with the ability to influence and engage stakeholders at all levels. Analytical mindset with the ability to interpret complex data and provide actionable insights. Passion for sustainability and a commitment to driving positive environmental and social impact. What They Offer: Competitive salary and benefits package. Opportunities for professional growth and career advancement. Collaborative and inclusive work environment. Chance to work with a diverse range of clients and industries. Supportive leadership team dedicated to your success and development. How to Apply: Please submit your resume and join them in their mission to create a sustainable future for all. Even if this role isn't the perfect fit, share your CV if you are open to working in environmental and sustainability fields - one of our recruitment experts will get in touch.


Central Sales Manager

Central Sales Manager Salary: $110-140k ​ An award-winning, global chemical group is seeking a seasoned sales hunter to sell specialty chemicals across the Central region of the USA's water treatment industry for their REMOTE Central Sales Manager role. The company is looking for someone with a technical understanding of mining application, industrial, and/or municipal water process treatment that's ready to travel the entirety of the Central US region seeking out new clients, maintaining accounts, and developing business strategy. ​ Responsibilities Manage accounts and act as a sales rep and point person for all customers across HI&I, fabric & home care, desalination, geothermal, industrial water, personal care, and mining markets. Create annual budget and business development plans Represent the company in technical training and seminars for customers as well as contract and sales negotiations within the territory Communicate with Sales and Marketing teams to lead business development operations ​ Key Qualifications Bachelor's degree in Chemical Engineering (or other related degree) 4+ years in chemical sales 50-70% travel ability Water/wastewater process treatment chemical experience across industrial, municipal, and mining markets Excellent interpersonal, presentation, and collaboration skills Hunter mindset Self-starting, independent, and flexible ​ Benefits/Perks Salary and Benefits Commensurate with Experience If you're interested in this role, please send a resume !

US$110000 - US$140000 per annum

Environmental Engineer

Ranked on the ENR list, this mid-size firm is looking to add to their growing environmental team. This employee owned firm has a positive, employee first company culture, as well as a career path that is clear for growth and supported by professional development and mentorship programs. ​ Mid-sized with a national reach, this multi-disciplinary firm has continued to grow it's footprint over the last 65 years. Partnered across the public and private sector, they are ready to grow their Environmental team in the Chicagoland Metro! ​ The role itself is for an Environmental Engineer growing in their career with 1-5 years of experience (EIT preferred). ​ Duties: Collect, analyze, and interpret environmental data. Perform various calculations, analyses, and interpretation in application to design criteria across diverse projects. Assist in preparation of engineering designs, plans, specifications, and reports. Collaborate with technicians, designers, lead Project Engineers, and Program Managers. Utilize CAD programs, MicroStation, and ERSI Arc Map. Uphold communication with colleagues, vendors, and subcontractors. Travel locally ​ Qualifications: Bachelor's degree in environmental engineering or related 1 - 5 years of experience EIT certification is preferred, but not necessary Experience in water, wastewater, and remediation design and construction projects

US$70000 - US$90000 per annum

Senior Environmental Compliance Consultant

SENIOR ENVIRONMENTAL COMPLIANCE ROLE IN CHICAGO One of the highest ranked minority owned engineering and consulting firms is growing! This team is known for their positive and personable culture and is held in high regard by their clients. The multi-disciplinary firm has continued to expand its footprint over the last 20 years, and the growing team is looking to add a Senior Compliance Consultant to their environmental group in Chicago. The ideal candidate has experience in all of the following areas: SPCC inspection and planning Waste, air, wetlands, and stormwater compliance and permitting Erosion and sediment control Real estate and land use compliance Qualifications: Bachelor's degree in environmental engineering or related 5 - 15 years of experience PE licensure highly desirable

US$80000 - US$120000 per annum

Environmental Engineer PE

Job Title: Environmental Engineer (PE License Required) Company: We are a prominent environmental engineering firm committed to excellence in sustainable development and environmental stewardship. Our firm specializes in providing innovative solutions to complex environmental challenges across various sectors, ensuring a positive impact on communities and the environment. Location: Philadelphia, PA Job Description: We are seeking a highly skilled Environmental Engineer with a Professional Engineer (PE) license and a minimum of 8 years of experience to join our dynamic team in Philadelphia. As an Environmental Engineer, you will play a pivotal role in leading and managing environmental engineering projects, ensuring compliance with regulatory standards and fostering sustainable practices. Key Responsibilities: Lead and oversee the planning, design, and implementation of environmental engineering projects, including site assessments, remediation, environmental compliance, and sustainability initiatives. Conduct feasibility studies, environmental assessments, and impact analyses. Manage project budgets, schedules, and resources effectively. Coordinate with clients, regulatory agencies, and stakeholders to ensure project objectives are met. Provide technical expertise and guidance to project teams and junior staff members. Prepare and review engineering reports, proposals, and permit applications. Stay updated on environmental regulations and industry best practices. Requirements: Bachelor's degree in Environmental Engineering, Civil Engineering, or related field. Master's degree preferred. Professional Engineer (PE) license in Environmental Engineering or related discipline. Minimum of 8 years of progressive experience in environmental engineering, preferably in consulting or engineering firms. Strong knowledge of federal, state, and local environmental regulations and permitting processes. Proven track record of successfully managing complex environmental engineering projects. Excellent communication, leadership, and interpersonal skills. Ability to work independently and collaboratively within a team environment.

£85000 - £130000 per annum

Environmental PM

Job Title: Environmental Project Manager Company: We are a leading environmental consultancy firm dedicated to fostering sustainable practices and preserving natural resources globally. With a robust portfolio spanning various industries, we are committed to making a positive impact through innovative environmental solutions. Job Description: We are seeking a seasoned Environmental Project Manager with over 7 years of experience to join our dynamic team. As an Environmental Project Manager, you will lead and manage high-profile environmental projects from inception to completion, ensuring adherence to environmental regulations and promoting sustainable practices. You will collaborate closely with clients, stakeholders, and internal teams to deliver projects that align with our commitment to environmental stewardship. Key Responsibilities: Plan, execute, and oversee environmental projects, including but not limited to environmental impact assessments, remediation projects, sustainability initiatives, and compliance programs. Manage project timelines, budgets, and resources effectively. Conduct thorough environmental assessments and feasibility studies. Develop and implement strategies to mitigate environmental risks and promote sustainable development. Coordinate with regulatory agencies and ensure compliance with local, state, and federal environmental regulations. Provide technical expertise and guidance to project teams and stakeholders. Prepare comprehensive project reports, proposals, and presentations. Requirements: Bachelor's or Master's degree in Environmental Science, Environmental Engineering, or related field. Minimum of 7 years of experience in environmental project management, preferably within a consultancy or environmental services firm. Proven track record of successfully managing complex environmental projects. Strong knowledge of environmental regulations and permitting processes. Excellent leadership, communication, and interpersonal skills. Ability to work independently and as part of a team in a fast-paced environment. Project management certification (e.g., PMP) is a plus.

US$75001 - US$100000 per annum

Project Geologist/Engineer

Job Advertisement: Project Environmental Engineer/Geologist Salary: $80,000 - $100,000 Location: Irvine, Los Angeles, or Orange, CA We are currently seeking a dedicated Project Environmental Engineer or Geologist with a minimum of 4 years of experience in environmental consulting to join our Client's team in Southern California. The ideal candidate will have direct experience with Phase II sampling and remediation projects involving petroleum hydrocarbons and chlorinated solvents. Responsibilities: Conduct Phase II environmental site assessments (ESAs), including soil and groundwater sampling, and data analysis. Design and oversee implementation of remediation strategies for sites contaminated with petroleum hydrocarbons and chlorinated solvents. Serve as the key liaison between field-based staff (geologists, engineers, scientists) and the Associate Project Manager. Ensure compliance with local, state, and federal regulations throughout all project phases. Prepare technical reports, proposals, and regulatory documentation. Mentor and provide technical guidance to junior staff members. Assist in project planning, budgeting, and scheduling to meet client objectives. Qualifications: Bachelor's degree in Environmental Engineering, Geology, or related field. Master's degree preferred. Minimum of 4 years of experience in environmental consulting, focusing on Phase II ESAs and remediation projects. Direct experience with petroleum hydrocarbons and chlorinated solvent remediation. GIT or EIT certification preferred. Strong understanding of environmental regulations and compliance requirements. Excellent communication skills and ability to effectively collaborate with multidisciplinary teams. Why Join Us: Joining our team means working in a collaborative environment where your expertise will be valued and your career development supported. We offer stock ownership, competitive compensation, comprehensive benefits, and opportunities for advancement.

US$80000 - US$100000 per annum

News & Insights

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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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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​The Key to Attracting Female Talent to Engineering  Image

​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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