Investigations and Disputes

Investigations and Disputes

LVI Associates: Your Leading Partner for Investigations and Disputes Talent

LVI Associates is your trusted specialist talent partner for all your hiring and career advancement needs. With our extensive experience and expertise in Investigations and Disputes, we connect exceptional talent with leading organizations seeking world-class professionals.

If you are looking to hire skilled individuals in Investigations and Disputes, we encourage you to request a call back from our dedicated talent team or submit a job description. With over a decade's worth of experience, we understand your unique requirements and goals to provide tailored hiring solutions and talent to meet your needs.

If you are looking to take the next step in your career, explore the exciting opportunities in Investigations and Disputes that we have to offer. Our platform showcases a wide range of roles, from Director of Valuations to Biomechanical Engineers, allowing you to find the perfect fit for your skills and aspirations.

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

Register your CV

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

Register your vacancy
or
Request a call back

​Benefits of working with LVI Associates

At LVI Associates, we're all about turning complex issues into clear solutions, using top-tier tech, forward-thinking strategies, and a meticulous approach. There's a growing recognition in many industries of the need for the precise, effective resolution of engineering investigations and disputes, and this is where our expertise comes in. Factors like increased project complexity, tighter regulations, and the need for fair resolutions are pushing the demand for industry professionals to new heights.

Whether you need to quickly fill key roles in Investigations and Disputes, or you're searching for the right talent to support your long-term strategies, we have the know-how and the team to deliver exceptional results. Here's what you can look forward to when you work with the LVI Associates' Investigations and Disputes team:

Experience

We have over a decade’s worth of experience as a leading Investigations and Disputes talent partner.

Network

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

Knowledge

Our award-winning Investigations and Disputes 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

Investigations and Disputes

The future of Investigation and Disputes is brimming with potential. As industries evolve and new challenges arise, the demand for skilled professionals in this field is set to soar. Don't miss out on the exciting opportunities ahead. Explore our current roles and pave the way for a successful career in Investigations and Disputes.

Managing Director - Valuation & Litigation

LVI Associates are currently seeking a highly skilled and experienced Managing Director to lead our client's Valuation and Litigation Support team in London. They are dedicated to providing exceptional financial services and solutions to our clients and pride themselves on their commitment to excellence, integrity, and innovation. In this role, you will be responsible for overseeing and managing all aspects of valuation services, including financial analysis, business valuation, economic damages, dispute analysis and litigation support. You will work closely with clients, legal teams, and other stakeholders to provide expert advice and support in complex financial matters. Key Responsibilities: Lead and manage the Valuation and Litigation Support team, ensuring high-quality service delivery. Conduct comprehensive business valuations and financial analyses for various purposes, including mergers and acquisitions, financial reporting, and tax compliance. Provide expert testimony and litigation support in legal proceedings, including depositions and court appearances. Develop and maintain strong relationships with clients, legal professionals, and other stakeholders. Stay current with industry trends, regulations, and best practices to ensure compliance and competitive advantage. Mentor and develop team members, fostering a culture of continuous learning and professional growth. Generate and manage revenue from your own origination. Qualifications: Bachelor's degree in Accounting, Finance, or a related field; CPA or CFA designation preferred. Additional certifications desirable (e.g. - AM/ASA or BVI UK) Minimum of 12 years of experience in valuation and litigation support, with a proven track record of success. Strong analytical, problem-solving, and decision-making skills. Excellent communication and interpersonal skills, with the ability to build and maintain relationships with clients and stakeholders. Demonstrated leadership and team management abilities. Ability to work effectively under pressure and manage multiple priorities.

£200000 - £250000 per annum
City of London
Apply

Commerical Roofing Project Manager

LVI currently have an opportunity with an esteemed client who is looking for an experienced and skilled commercial roofing project manager to join their team in Trenton, New Jersey. This role offers a competitive salary with excellent benefits. This client is a family owned commercial roofing business who has been in the industry for over 50 years. Working solely with commercial clients (government, health care, industrial), this firm is a quality focused employee-centric business looking to grow this year. Position Overview: As a Senior Project Manager, you will oversee and manage multiple roofing projects from inception to completion. You will be responsible for ensuring that projects are completed on time, within budget, and to the highest standards of quality and safety. This role requires strong leadership, excellent communication skills, and a deep understanding of project management principles and roofing industry standards. Key Responsibilities: Lead and manage multiple roofing projects simultaneously, ensuring timely and successful completion. Develop and maintain project schedules, budgets, and resource plans. Coordinate with clients, subcontractors, suppliers, and internal teams to ensure seamless project execution. Conduct regular site visits to monitor progress, quality, and compliance with safety standards. Identify and mitigate potential risks and issues, providing effective solutions and contingency plans. Prepare and present regular project status reports to stakeholders. Ensure all projects adhere to company policies, industry regulations, and safety standards. Foster strong relationships with clients, addressing any concerns and ensuring high levels of customer satisfaction. Mentor and support junior project managers and team members, promoting a culture of continuous improvement and professional development. Requirements: - Strong knowledge of all common single-ply systems (TPO, PVC, EPDM) - At least 5 years' experience as a Commercial Roofing Project Manager. - Experience working with government clients (warehouses, hangers) desired If you are keen to hear more please apply to set up a conversation.

Negotiable
Delran Township
Apply

BVal/Lit SM - D

LVI Associates are looking for a highly skilled and motivated Business Valuation Director. In this role, you will lead the business valuation practice, providing strategic direction, managing client relationships, and overseeing the delivery of high-quality valuation services. Key Responsibilities: Lead and manage the business valuation practice, including a team of valuation professionals. Develop and maintain strong client relationships, acting as a trusted advisor. Oversee the preparation and review of comprehensive business valuation reports. Provide strategic insights and recommendations to clients based on valuation analyses. Collaborate with senior leadership to develop and execute growth strategies for the practice. Ensure compliance with relevant standards and regulations. Mentor and develop junior team members, fostering a culture of excellence and continuous improvement. Qualifications: Bachelor's degree in Finance, Accounting, Economics, or a related field; MBA or relevant certification (e.g., CFA, ASA, CPA) preferred. Minimum of 8 years of experience in business valuation, with a proven track record of leading a practice or team. Strong analytical and problem-solving skills, with the ability to interpret complex financial data. Excellent communication and interpersonal skills, with the ability to build and maintain client relationships. Demonstrated leadership abilities, with experience in managing and developing teams. In-depth knowledge of valuation methodologies, financial modeling, and industry standards. Ability to work effectively in a fast-paced, dynamic environment.

US$200000 - US$300000 per annum
Cincinnati
Apply

IP Expert Witness

LVI Associates are currently seeking a highly skilled economist with a specialization in intellectual property to join their team and provide expert testimony in legal proceedings. Our client is a leading consultancy firm renowned for providing top-tier expert witness services in legal cases involving intellectual property. Key Responsibilities: Deliver expert analysis and testimony in intellectual property disputes. Conduct thorough economic research and analysis related to IP valuation, damages, and market impact. Prepare comprehensive expert reports and present findings clearly and concisely. Collaborate with legal teams to develop case strategies and provide economic insights. Testify in depositions, hearings, and trials as an expert witness. Stay informed on the latest developments in IP law and economics. Qualifications: Ph.D. or Master's degree in Economics, with a focus on Intellectual Property or a related field. Extensive experience in economic analysis related to intellectual property. Proven track record of providing expert testimony in legal settings. Strong analytical and research skills. Excellent written and verbal communication abilities. Ability to explain complex economic concepts to non-experts. Detail-oriented with strong organizational skills.

Negotiable
Texas
Apply

Commercial Damages Expert

In this pivotal role, you will leverage your 10+ years of expertise in commercial damages, business valuation & litigation support to lead complex projects, manage client relationships, and contribute directly to revenue generation. You will have the opportunity to work with top-tier clients, influence strategic decisions, and continue to expand your professional impact in the industry. Key Responsibilities: Lead and manage the commercial damages practice, overseeing a team of experts. Manage key client relationships, providing consultative support in complex commercial damage claims, financial litigation, and dispute resolution. Collaborate with senior leadership to shape the firm's strategic direction in the commercial damages market. Oversee the preparation of expert reports, presentations, and testimony for high-profile cases. Identify new business opportunities, fostering relationships with prospective clients and partners. Qualifications: 10+ years of experience in commercial damages, forensic accounting, or a related field. Proven success in generating $750k+ in annual revenue through business development and client relationship management. Expertise in financial analysis, damage quantification, and dispute resolution strategies. Exceptional leadership and team management skills, with a strong focus on mentoring and developing talent. Excellent communication skills, with the ability to engage with senior stakeholders and clients effectively. What We Offer: Competitive salary and performance-based bonuses. Opportunities for career growth and development in a fast-paced, dynamic environment. A collaborative, inclusive company culture with a focus on work-life balance. The chance to make a significant impact on our firm's commercial damages practice and the broader industry.

US$200000 - US$300000 per annum
District of Columbia
Apply

Manager - Litigation

Job Title: Litigation Manager Location: Texas Job Description: Our client is seeking an experienced and dynamic Litigation Manager with a strong background in accountancy or finance to join their team. The ideal candidate will have a minimum of 5 years of experience in litigation and hold a degree in Economics or a related financial field. This role requires excellent analytical skills, strategic thinking, and the ability to manage complex legal cases effectively. Key Responsibilities: Oversee and manage all aspects of litigation cases from inception to resolution. Develop and implement litigation strategies to achieve favorable outcomes. Conduct thorough financial analysis and research to support case strategies. Collaborate with internal teams and external counsel to prepare for trials, hearings, and negotiations. Provide expert advice on financial risks and mitigation strategies. Maintain up-to-date knowledge of relevant financial regulations and laws. Prepare and review legal documents, including pleadings, motions, and briefs. Manage litigation budgets and ensure cost-effective legal solutions. Qualifications: Minimum of 5 years of experience in litigation. Bachelor's degree in Economics, Finance, Accountancy, or a related field. Strong understanding of financial principles and their application in legal contexts. Excellent analytical, research, and problem-solving skills. Proven ability to manage multiple cases and meet deadlines. Exceptional written and verbal communication skills. High level of professionalism and ethical standards. What Our Client Offers: Competitive salary and benefits package. Opportunities for professional growth and development. A collaborative and supportive work environment. The chance to work on high-profile and challenging cases.

Negotiable
Texas
Apply

Senior Director - Forensic Accountant (Construction Damages)

Overview: LVI Associates is looking for a Senior Director - Forensic Accountant with a specialization in construction damages. The ideal candidate will have over 8 years of experience in forensic accounting, with a proven track record of managing complex cases and leading teams. This role requires a deep understanding of construction industry practices, strong analytical skills, and the ability to communicate findings effectively to clients and stakeholders. Our client is dedicated to providing top-tier forensic accounting services with a focus on construction damages. Their team is committed to excellence, integrity, and delivering comprehensive solutions to clients. Key Responsibilities: Lead and manage forensic accounting investigations related to construction damages. Analyze financial data, contracts, and project documentation to identify discrepancies and quantify damages. Prepare detailed reports and expert witness testimony for legal proceedings. Collaborate with legal teams, clients, and other stakeholders to provide clear and concise findings. Develop and implement strategies for efficient and effective case management. Mentor and train junior staff, fostering a culture of continuous learning and professional development. Stay current with industry trends, regulations, and best practices. Qualifications: Bachelor's degree in Accounting, Finance, or a related field; CPA or equivalent certification required. Minimum of 8 years of experience in forensic accounting, with a focus on construction damages. Strong knowledge of construction industry standards, contracts, and project management. Excellent analytical, problem-solving, and organizational skills. Exceptional written and verbal communication abilities. Proven leadership experience with the ability to manage and motivate a team. Proficiency in forensic accounting software and tools.

US$180000 - US$225000 per annum
United States of America
Apply

Managing Director - Disputes

LVI Associates are seeking a Managing Director for a leading financial services firm to pilot their Disputes Advisory Services division. This high-level role involves overseeing complex financial analyses, valuations, damages formulation, and expert witness testimony, while driving $1.5 million+ in annual revenue through new business development and client expansion. The ideal candidate will have 15+ years of experience in valuation, forensic accounting, or financial advisory, with a proven track record of generating significant revenue and leading teams. You'll manage key client relationships, deliver expert-level insights, and contribute to the growth of the practice. Key Responsibilities: Lead the Disputes Advisory Services team, ensuring high-quality analysis and client deliverables. Drive revenue generation, responsible for $1.5 million+ annually. Provide expert consulting in finance, accounting, and valuation, managing complex financial models and business valuations. Cultivate and maintain strong client relationships with attorneys, boards, and senior stakeholders. Mentor and guide a high-performing team, supporting their career growth and development. Contribute to the strategic growth of the practice, expanding service offerings and identifying new business opportunities. Qualifications: 15+ years of experience in financial analysis, expert services, valuation, or forensic accounting. Proven ability to generate $1.5 million+ in revenue. Strong leadership, business development, and client management skills. Experience creating financial models, valuations, and complex analyses. Professional certifications (CFA, CPA, ABV, CFF) are preferred.

US$300000 - US$400000 per annum
Northbrook
Apply

Senior Manager - Forensic Accountant

Senior Manager in Forensic Accounting LVI Associates is seeking a Senior Manager in Forensic Accounting on behalf of our esteemed client. In this pivotal role, you will be instrumental in investigating and analyzing complex insurance claims. Your expertise will be crucial in identifying discrepancies, preventing fraud, and ensuring accurate financial reporting. You will lead a team of forensic accountants and work closely with clients, legal teams, and insurance companies to deliver comprehensive forensic accounting services. Key Responsibilities: Lead and manage forensic accounting investigations related to insurance claims. Analyze financial data to detect and prevent fraud. Prepare detailed reports and presentations for clients and stakeholders. Collaborate with legal teams and insurance companies to support litigation and settlement processes. Provide expert testimony in legal proceedings, if required. Mentor and develop junior forensic accountants within the team. Stay updated with industry trends and regulatory changes. Qualifications: Bachelor's degree in Accounting, Finance, or a related field (Master's preferred). Certified Public Accountant (CPA) or Chartered Accountant (CA) designation. Minimum of 7-10 years of experience in forensic accounting, with a focus on insurance claims. Strong analytical and investigative skills. Excellent communication and presentation abilities. Proven leadership and team management experience. Ability to work under pressure and meet tight deadlines.

US$130000 - US$160000 per annum
Florida
Apply

Senior Manager - Forensic Accountant

LVI Associates are seeking a highly experienced Senior Manager with a strong background in accounting and extensive experience in managing business interruption insurance claims. The ideal candidate will have a minimum of 10 years of experience and a proven track record of leadership and strategic management in the insurance industry. Key Responsibilities: Lead and manage the Business Interruption Insurance Claims Division, ensuring efficient and effective handling of claims. Develop and implement strategies to improve claims processing and client satisfaction. Oversee the preparation and review of complex financial analyses related to business interruption claims. Collaborate with other departments to ensure seamless service delivery and compliance with regulatory requirements. Provide expert guidance and support to the claims team, fostering a culture of excellence and continuous improvement. Represent the division in high-level meetings with clients, stakeholders, and regulatory bodies. Qualifications: Bachelor's degree in Accounting, Finance, or a related field. A CPA or other relevant certification is highly preferred. Minimum of 10 years of experience in the insurance industry, with a focus on business interruption claims. Demonstrated leadership and management skills, with a track record of successfully leading large teams. Strong analytical and problem-solving abilities. Excellent communication and interpersonal skills. In-depth knowledge of insurance regulations and best practices.

Negotiable
Texas
Apply

Managing Director - Forensics, Valuation and Litigation

LVI Associates are seeking a highly experienced and strategic Managing Director to lead our clients Valuation for Litigation division. The ideal candidate will have a proven track record in providing expert valuation services in a litigation context, including but not limited to, financial analysis, damage calculations, and expert witness testimony. Key Responsibilities: Conduct comprehensive valuations for litigation purposes, including financial analysis and damage assessments. Prepare detailed valuation reports and present findings to legal teams and clients. Serve as an expert witness in court, providing testimony and defending valuation conclusions. Collaborate with legal teams to develop case strategies and provide financial insights. Stay current with industry trends, regulations, and best practices in valuation and litigation support. Qualifications: Bachelor's degree in Accounting, Finance, or a related field. A CPA or other relevant certification is highly preferred. Minimum of 15 years of experience in valuation, with a focus on litigation support. Strong analytical and problem-solving skills. Excellent written and verbal communication skills. Ability to work independently and as part of a team. Experience serving as an expert witness is a plus. What We Offer: Competitive salary and benefits package. Opportunities for professional growth and development. A collaborative and supportive work environment. The chance to work on challenging and rewarding cases.

US$250000 - US$350000 per annum
Texas
Apply

Managing Director - Construction Disputes (Delay and Cost)

LVI Associates are seeking a highly experienced and strategic Managing Director to lead our clients construction disputes division. They are leaders in providing expert solutions to complex claims and are dedicated to delivering exceptional service and innovative strategies to their clients. The ideal candidate will have a strong background in engineering, exceptional leadership skills, and a proven track record of successfully resolving high-stakes disputes. Key Responsibilities: Lead and manage the construction disputes division, specializing in delay and cost issues. Provide strategic direction and expert advice on complex construction disputes. Oversee the preparation and presentation of claims related to delays and costs. Represent clients in negotiations, mediations, and arbitrations. Collaborate with legal teams, contractors, and other stakeholders to achieve favourable outcomes. Conduct detailed analysis and forensic investigations of project delays and cost overruns. Stay abreast of industry trends, legal developments, and best practices in construction dispute resolution. Qualifications: Bachelor's degree in Engineering, Construction Management, or a related field; advanced degree preferred. Minimum of 15 years of experience in construction disputes, with a focus on delay and cost issues. Proven leadership experience at the Managing Director or senior management level. Strong analytical, negotiation, and communication skills. Ability to manage multiple high-profile cases and deadlines effectively. Professional certifications such as PE, PSP or similar are highly desirable. What they offer: Competitive executive compensation package. Opportunities for professional growth and leadership development. A dynamic and collaborative work environment. Flexible work arrangements and comprehensive benefits.

US$250000 - US$350000 per annum
United States of America
Apply

News & Insights

Interview & Hiring Guidance Image
data-center

Interview & Hiring Guidance

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

Read More
Finding a company culture that fits  Image
Management & Culture

Finding a company culture that fits 

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

Read More
Phaidon International Findings Image
data-center

Phaidon International Findings

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

Read More
​The Key to Attracting Female Talent to Engineering  Image
diversity & equality

​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.

Read More

Looking for something specific?

View more blogs