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.

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

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​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:


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


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


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.

Director - Litigation and Valuation

LVI is currently in search of a seasoned Director of Valuation and Disputes to join our clients boutique valuation firm. You will be responsible for offering expert assessments on the worth of businesses, securities, and various assets within legal conflicts. Additionally, this role involves overseeing and advancing a team of consultants. Primary Responsibilities: Supervise and lead a team of proficient professionals specializing in business valuation, financial analysis, and dispute resolution. Formulate and execute strategic plans and initiatives to propel business growth and foster expansion. Cultivate and nurture client relationships, serving as a reliable advisor in matters concerning business valuation and dispute resolution. Manage intricate valuation projects, encompassing mergers and acquisitions, financial reporting, and litigation support. Ensure the department adheres to industry standards, regulations, and best practices. Provide expert testimony during legal proceedings and negotiations. Collaborate with cross-functional teams to cater to client needs and pinpoint new business prospects. Qualifications: Bachelor's degree in finance, accounting, or a related field (MBA or an advanced degree is advantageous). Strong preference for professional certifications such as ABV, ASA, or CPA. Extensive background in business valuation, dispute resolution, financial analysis, and business development. Demonstrated success in team management with a track record of delivering outstanding results. Robust business acumen and the ability to devise and execute strategic plans. Exceptional communication and negotiation skills. Litigation support/Expert Witness experience is preferred

US$175000 - US$250000 per annum

Business Valuation Senior Associate

Are you a seasoned professional in finance or accounting? LVI is currently seeking a dynamic and experienced Senior Associate specializing in Litigation Support for Business Valuation to join our client's business valuations practice. As a Senior Associate, you will play a pivotal role in our Valuation Services division, taking on significant responsibilities in managing business valuation projects and providing litigation support. Key Responsibilities: Manage and lead business valuation projects with precision and timeliness. Provide litigation support, including preparing detailed valuation reports and expert opinions for legal proceedings. Collaborate closely with the practice leader to contribute to business development initiatives. Facilitate training and development programs within the team. Ensure the accurate execution of tasks on engagements. Qualifications: Degree in Finance or Accounting. CPA and/or ASA or ABV preferred. 5 or more years of valuation experience at a CPA firm preferred. Strong financial analysis and modeling skills. Excellent written and verbal communication skills. Previous experience in a management role. Litigation support experience is a must. As the ideal candidate, you will demonstrate proficiency in independently engaging with client management, collecting information, organizing data, and analyzing financial statements and related data. Your ability to pinpoint pertinent issues and foster constructive, efficient, and professional connections with co-workers and clients will set you apart. Reach out and be part of a team where your expertise in business valuation and litigation support will make a significant impact. Apply now!

£90000 - £120000 per annum

Forensic Accounting Managing Director - Insurance Claims

Our client is seeking a highly experienced and skilled Forensic Accounting Managing Director specializing in Business Interruption Insurance Claims to join their dynamic team. In this role, you will play a pivotal part in delivering top-notch financial analysis, expert witness testimony, and litigation support services specifically for business interruption cases. If you are a seasoned professional with a track record of success in forensic accounting and business valuation, we want to hear from you. Key Responsibilities: Serve as a trusted expert witness, providing compelling testimony in legal proceedings related to business interruption insurance claims. Lead and manage a team of professionals specializing in forensic accounting, business valuation, and litigation support for business interruption cases. Conduct complex financial investigations, uncovering irregularities, and quantifying economic damages related to business interruptions. Collaborate closely with legal teams to develop effective litigation strategies and provide expert guidance throughout the legal process concerning business interruption claims. Prepare detailed financial models, valuation reports, and expert opinions for clients affected by business interruptions across various industries. Utilize industry-standard financial software and data analysis tools to support forensic analysis in business interruption cases. Uphold the highest ethical standards to ensure the integrity of financial reporting and analysis in business interruption insurance claims. Qualifications: 15+ years of experience in forensic accounting, business valuation, and litigation support, with a focus on business interruption insurance claims. Certified Public Accountant (CPA), Certified in Financial Forensics (CFF), and Certified Valuation Analyst (CVA) credentials preferred. Proven experience as an expert witness with a successful track record in legal proceedings involving business interruption claims. Strong proficiency in financial analysis, economic damages assessment, and financial modeling related to business interruption cases. Excellent communication skills with the ability to convey complex financial findings clearly and persuasively. Legal collaboration experience and a deep understanding of the litigation process specific to business interruption insurance claims. Exceptional leadership skills with a demonstrated ability to manage and mentor a team of professionals. High ethical standards and a commitment to maintaining the highest levels of integrity in all forensic accounting activities.

US$250000 - US$450000 per annum + negotiable

Insurance Claims Expert

Our client is currently seeking a Senior Professional to provide different solutions for the insurance industries forensic accounting needs across Canada. In this role, the successful candidate will have an opportunity to grow into becoming an Expert Witness Testifier, offering services in Income Replacement Benefit quantification, Economic Loss calculations, Business Interruption losses and Litigation Support. Requirements: Minimum 4 years of (post-CPA) experience in Accident Benefit, Tort and Business Interruption claims Bachelor's degree in accounting or finance. An advanced degree in a related field a plus. CPA license Excellent written and oral communication skills to interact with team members, clients, attorneys, and referral sources both internally and externally. Proficiency in use of technology and accounting programs. Experience drafting of expert reports for delivery before arbitral tribunals and judges Responsibility: Planning and execution of business interruption engagements for various clients Supervise, train and develop engagement staff on quantification of losses and client requirements as well as assessing staff performance Serve as a technical resource/subject matter expert to clients and staff Preparation and review of business interruption reports, exhibits, letters, and other client related documents Present Value and Dependency as legislated under the Statutory Accident Benefit Schedule(SABS). Prepare for and participate in client management interviews Work closely with the practice leader in key business development initiatives

US$130000 - US$150000 per annum

Forensic Accounting Senior Manager/Director

LVI are currently seeking a Director/Managing Director level forensic accountant to assist clients by providing detailed analysis and oversight on projects related to commercial damages, claims and investigations. The successful candidate should have business development capabilities as well as the ability to quantify claim/dispute-related damages. QUALIFICATIONS · Bachelor's degree in accounting, finance, economics, or related field · Advanced degrees and CPA license preferred · Experience providing detailed forensic accounting reports · Expert witness testimony experience a plus . 10+ years of experience is required MISCELLANEOUS · Strong analytical, research, and sampling and quantitative abilities · Ability to work independently, as well as collaboratively with colleagues · Possess team-oriented mindset, thrive in collaborative environments · Possess a proven track record of business development including established clients · Expert witness testimony experience a plus

US$2 - US$240000 per annum
United States of America

Senior Forensic Accountant

Job Description: You will be working alongside a team of forensic accountants and analysts, conducting detailed financial reports for Business Interruption claims and providing insights to support clients in the Latin American markets. Your role will consist of reviewing companies operational financial records, calculate damages solely attributable to an incident, and assisting in expert and consulting witness testimony when necessary while maintaining financial integrity. Key Responsibilities: Lead and manage a team of forensic accountants, overseeing investigations and analyses related to financial discrepancies and irregularities. Utilize advanced forensic accounting techniques to scrutinize financial records, identifying anomalies and discrepancies. Prepare comprehensive forensic accounting reports, ensuring they meet industry standards for accuracy and clarity. Stay updated with the latest developments in forensic accounting methodologies and industry trends. Be prepared to provide expert insights and support for legal proceedings as needed. Qualifications: Bachelor's degree in Accounting, Finance, or a related field required. CPA (Certified Public Accountant) accreditation required. Must be Spanish speaking. A minimum of 1 year of experience in forensic accounting, demonstrating a successful track record in business interruption and analyses. Strong analytical skills, enabling you to identify discrepancies and irregularities in financial data. Proficiency in the use of forensic accounting software and tools. Strong communication and presentation skills. Team management experience is preferred. A keen attention to detail and problem-solving abilities. Bilingual - English / Spanish (Requirement)

£80001 - £100001 per annum

Forensic Accounting - Senior Manager

Our client are a reputable and growing financial services firm that provides accounting, litigation support, and consulting services to a diverse range of clients. They are seeking an expert Forensic Accountant to join their remote team with experience in Business Interruption and Insurance Claims. Job Summary: The selected candidate will work closely with our clients, legal teams, and internal stakeholders to perform financial analysis, investigations, litigation support, and valuation services. The ideal candidate will have experience in the forensic accounting field and possess strong analytical, problem-solving, and communication skills. Key Responsibilities: Conduct financial investigations and forensic accounting analysis to detect financial irregularities. Analyze complex financial data and prepare reports for litigation purposes, including expert witness testimony. Provide litigation support to attorneys, including assisting in the development of legal strategies, preparing for depositions, and testifying in court. Develop financial models and conduct valuations of businesses, assets, and liabilities. Assist in the preparation of damages claims, lost profit calculations, and economic loss analyses. Collaborate with internal stakeholders and clients to identify areas of risk and potential financial misconduct. Develop and maintain relationships with clients, legal teams, and other external stakeholders. Qualifications: Bachelor's degree in Accounting, Finance, or a related field. Certified Public Accountant (CPA) required (or in process to complete). 7-11 years of experience in forensic accounting, financial analysis. Experience with litigation support prefered Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. Ability to work independently and manage multiple projects simultaneously. Our client offer a competitive salary and benefits package, as well as opportunities for professional growth and development. If you are a highly motivated and experienced Financial Advisory expert we encourage you to apply for this exciting opportunity.

£120000 - £160001 per annum

Senior Economist

My client is a leading consulting firm specializing in economic analysis and strategic advisory services. They work with clients across various industries, providing expert guidance on competition economics, regulatory matters, antitrust compliance, and litigation support. The team of economists, analysts, and consultants are committed to delivering high-quality insights and innovative solutions to their clients worldwide. I am seeking a highly skilled and experienced Principal Economist with a strong focus on competition economics to join a dynamic team. The Principal Economist will play a key role in leading and executing complex economic analyses, providing strategic advice, and delivering expert testimony in matters related to competition policy, antitrust enforcement, and regulatory compliance. Key Responsibilities: Lead and manage projects involving competition economics, including market definition, market power analysis, competitive effects assessment, and damages estimation. Conduct rigorous economic research and analysis to support clients in antitrust investigations, merger reviews, and regulatory proceedings. Develop econometric models, perform data analysis, and interpret results to assess competitive dynamics and market behaviour. Collaborate closely with legal teams, industry experts, and other stakeholders to develop effective strategies and solutions for clients. Provide expert testimony and prepare written reports, presentations, and exhibits for submission to regulatory agencies, courts, and arbitration panels. Stay abreast of industry trends, regulatory developments, and emerging issues in competition economics to inform client recommendations and thought leadership initiatives. Mentor and supervise junior economists, providing guidance, training, and support to enhance their analytical skills and professional development. Foster relationships with clients, industry organizations, and academic institutions to expand the firm's network and business opportunities. Qualifications: Ph.D. in Economics, with a focus on industrial organization, competition policy, or related field. Candidates with a Master's degree and extensive relevant experience will also be considered. Minimum of 5 years of experience in economic consulting, government agencies, or academia, with a proven track record of conducting competition economics analysis. Expertise in applying economic principles and quantitative methods to assess market dynamics, competition issues, and regulatory compliance. Strong proficiency in econometric analysis, statistical software , and data visualization tools. Excellent written and verbal communication skills, with the ability to distill complex economic concepts and findings into clear, compelling narratives for diverse audiences. Demonstrated experience in managing projects, leading teams, and delivering high-quality work products under tight deadlines. Experience testifying as an expert witness in legal proceedings or regulatory hearings is highly desirable.

US$300000 - US$400000 per annum
United States of America

Forensic & Litigation Partner

The Partner for Forensic & Litigation Services is responsible for leading, executing, and delivery of challenging valuation engagements by participating in all aspects of projects, from the initial proposal preparation, through project completion. In this role, the Director is actively engaged in the management of business valuation assignments for litigation purposes and managing staff in the development of such assignments. Responsibilities Performs related company, industry, and economic research Analyzes client financial statements Documents and maintains all appropriate aspects of the work product Composes narrative reports in support of valuation analyses Prepare valuation reports for litigation support. Ensures quality controls are adhered in association with all work products Participates in internal and external client meetings Assists and provides guidance to peers and staff members in the development of project plans and timelines for deliverables Provide expert witness testimony Supervises the day-to-day workload of Senior Associates/Associates on assigned engagements and reviews work product. Responsible for ensuring associates are trained, evaluate performance and career development. Other duties as required Requirements Bachelor's Degree, in either Accounting, Finance or Economics 10 years minimum of relevant experience is required CPA is required, (ABV, ASA, CFA, CVA ideal but not mandatory) Demonstrated ability to network, market, develop leads Experience with and understanding of valuation theory and principal's Experience in litigation support required Understanding of economic damage, Loss of profit analysis and performing and reviewing financial analyses Ability to analyze agreements, contracts and legal documents

£300000 - £450000 per annum

Forensic Accountant (Insurance Claims)

This is an opportunity to join an industry-leading boutique forensic accounting firm renowned for its deep expertise and personalized approach. They pride themselves on their close-knit culture where every team member's contribution is valued, and collaboration is the cornerstone of their success. The firm specializes in delivering tailored forensic accounting solutions for a variety of industries, with a particular emphasis on insurance-related cases. Role Overview: They are seeking a seasoned and meticulous Senior Manager to join their esteemed team. This role is pivotal in leading forensic accounting engagements specifically for insurance purposes. The ideal candidate will possess a strong background in forensic accounting, coupled with the ability to manage complex insurance claims and investigations with precision and integrity. Key Responsibilities: Case Management: Lead and manage forensic accounting engagements related to insurance claims, including fraud investigations, business interruption claims, and damage assessments. Client Relations: Build and maintain strong relationships with insurance companies, legal professionals, and clients, serving as their trusted advisor throughout the investigative process. Analysis & Reporting: Conduct thorough financial analyses, develop detailed reports, and provide expert testimony when required. Ensure all findings are presented clearly and accurately. Team Leadership: Mentor and guide junior team members, fostering a collaborative and supportive environment. Ensure the team is equipped with the skills and knowledge needed to excel. Business Development: Contribute to the growth of the firm by identifying new business opportunities, participating in marketing efforts, and nurturing existing client relationships. Compliance & Standards: Ensure all forensic accounting activities comply with relevant standards, regulations, and best practices. Maintain a high level of ethical and professional conduct. Qualifications: Experience: Minimum of 7 years of experience in forensic accounting, with a strong focus on insurance claims and investigations. Technical Expertise: In-depth knowledge of forensic accounting techniques, insurance claim processes, and relevant regulatory frameworks. Analytical Skills: Exceptional analytical and problem-solving abilities, with a keen eye for detail. Communication: Excellent communication and presentation skills, capable of conveying complex information to diverse audiences. Leadership: Proven leadership skills with the ability to inspire and develop a team in a close-knit, collaborative environment. Education: Bachelor's degree in accounting, finance, or a related field. Professional certifications (e.g., CPA, CFE, CFF) are highly desirable. Why Join: Boutique Excellence: Work in a highly respected boutique firm that values expertise, client service, and a personal touch. Collaborative Culture: Thrive in a supportive, team-oriented environment where your contributions are recognized and valued. Professional Growth: Benefit from continuous learning opportunities and career advancement within a firm that invests in your success. Impactful Work: Engage in challenging and rewarding projects that make a significant impact on our clients and the industry. Competitive Compensation: Receive a competitive salary and benefits package, including performance-based incentives.

US$150000 - US$200000 per annum
United States of America

Forensic Accounting Partner

Join an elite team at a leading international consulting firm renowned for driving excellence and innovation in forensic accounting and disputes. Their global presence, combined with a collaborative culture and cutting-edge methodologies, makes them the partner of choice for clients facing complex financial challenges. They are dedicated to delivering insightful, high-impact solutions that empower their clients to thrive in a dynamic business environment. Role Overview: This firm is seeking a dynamic and visionary Partner to spearhead their Forensic Accounting/Disputes Practice. This individual will be at the forefront of efforts to provide unparalleled expertise in forensic investigations, dispute resolution, and litigation support. As a leader in the practice, you will play a critical role in business development, client relationship management, and strategic growth initiatives. Key Responsibilities: Leadership & Strategy: Develop and implement the strategic vision for the Forensic Accounting/Disputes Practice, ensuring alignment with the firm's overall goals and objectives. Business Development: Drive the growth of the practice through proactive business development efforts, including identifying new market opportunities, cultivating relationships with key stakeholders, and securing high-value engagements. Client Engagement: Serve as a trusted advisor to clients, delivering expert guidance on complex forensic accounting and dispute resolution matters. Ensure the highest standards of client service and satisfaction. Project Management: Oversee the execution of high-profile forensic accounting and dispute resolution projects, ensuring timely and effective delivery of results. Manage project teams to achieve excellence in all deliverables. Thought Leadership: Position the firm as a leader in the forensic accounting and disputes space by contributing to industry publications, speaking at conferences, and developing thought leadership content. Team Development: Mentor and develop a high-performing team of professionals, fostering a culture of continuous learning and professional growth. Qualifications: Experience: Minimum of 15 years of experience in forensic accounting, dispute resolution, or related fields, with a proven track record of success in a senior leadership role. Business Development Acumen: Demonstrated ability to drive business growth through strategic business development initiatives and client relationship management. Technical Expertise: Deep knowledge of forensic accounting methodologies, dispute resolution techniques, and relevant regulatory frameworks. Leadership Skills: Strong leadership capabilities, with the ability to inspire and motivate teams to achieve excellence. Communication: Exceptional communication and presentation skills, with the ability to convey complex concepts to diverse audiences. Education: Advanced degree in accounting, finance, law, or a related field. Professional certifications (e.g., CPA, CFE) are highly desirable. Why Join: Global Impact: Work with a diverse portfolio of clients across the globe, making a tangible impact on their success. Innovative Environment: Be part of a forward-thinking firm that embraces innovation and encourages creative problem-solving. Collaborative Culture: Join a team of passionate professionals who value collaboration, integrity, and excellence. Career Growth: Benefit from continuous learning opportunities and career advancement prospects within a leading global consultancy. Competitive Compensation: Receive a highly competitive compensation package, including performance-based incentives and comprehensive benefits.

US$400000 - US$600000 per annum + Commission, Discretionary Bonus
United States of America

Forensic Accounting Manager

We are working with a dynamic and reputable CPA firm renowned for its diverse service lines. Our client is dedicated to excellence and innovation in accounting and financial services. We are currently seeking a skilled and experienced Forensic Accounting Manager to join their Forensic Accounting, Litigation, and Disputes team. As a Forensic Accounting Manager, you will play a crucial role in leading investigations, managing litigation support, and resolving financial disputes. You will work closely with a team of experts to analyze complex financial data, prepare detailed reports, and provide expert testimony. This position requires a high level of integrity, analytical skills, and attention to detail. Responsibilities: Lead and manage forensic accounting investigations. Analyze financial data to identify discrepancies, irregularities, and potential fraud. Prepare comprehensive reports detailing findings and recommendations. Provide litigation support, including expert witness testimony. Collaborate with legal teams, clients, and other stakeholders. Ensure compliance with industry standards and regulatory requirements. Mentor and train junior team members. Qualifications: Bachelor's degree in Accounting, Finance, or a related field is required. Certified Public Accountant (CPA) and Certified Fraud Examiner (CFE) credentials are required. A minimum of 5 years of experience in forensic accounting, litigation support, and financial disputes. Strong analytical and problem-solving skills. Excellent written and verbal communication skills. Proven ability to manage multiple projects and meet deadlines. Proficiency in forensic accounting software and tools. High level of integrity and professionalism. If you meet the above qualifications and are interested in learning more, please don't hesitate to apply.

US$150000 - US$250000 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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Finding a company culture that fits  Image
Management & Culture

Finding a company culture that fits 

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

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Phaidon International Findings Image

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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