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.

Senior Manager/ Director - Insurance Claims

Manager/Senior Manager - Forensic Accounting & Insurance Claims Overview: LVI are currently seeking a Senior Professional to provide different solutions for the insurance industries forensic accounting needs across the US. In this role, the successful candidate will have an opportunity to grow into becoming an Expert Forensic Accountant, offering services in Income Replacement Benefit quantification, Economic Loss calculations, Business Interruption Claims and Litigation Support. Key Responsibilities: Preliminary to intermediate analysis of sales, production and other accounting data Physical inventory observation, price testing Examination of source documents pertinent to engagement Check and proof reports and schedules Conduct phone or in person interviews to obtain information Prepare preliminary draft of report narrative and schedules Analyse and reconcile claim to final calculation Research, data analysis and evaluation Ensure compliance with state and federal laws Research and other tasks assigned by manager Qualifications: Bachelor's or Master's degree in Accounting or Finance Minimum of 8 years of accounting experience Strong Forensic Accounting experience preferred CPA or actively pursuing CPA designation Ability to speak multiple languages, a plus Willing to travel internationally and potentially for extended periods of time Must have a valid driver's license and reliable vehicle Must have demonstrated ability to prioritise and multi-task in a fast-paced environment Possess a professional demeanour and be a positive thinker Must be proficient in Microsoft Word, Excel, Outlook

US$100000 - US$200000 per annum
United States of America
Apply

Forensic Accounting Testifying Expert

Position Overview: We are seeking an accomplished and seasoned Partner-Level Forensic Accounting Testifying Expert to lead our esteemed team. As a partner, you will bring extensive experience in forensic accounting, expert testimony, and leadership to guide our practice in delivering exceptional services to clients involved in complex financial disputes, fraud investigations, and legal proceedings. Your reputation as an industry leader and your ability to provide strategic insights will be crucial in driving our practice's success. Responsibilities: Lead and manage the forensic accounting practice, overseeing a team of professionals dedicated to investigating financial irregularities, conducting fraud examinations, and providing expert testimony. Act as a strategic advisor to clients and legal teams, offering your expertise in analyzing financial data, formulating case strategies, and delivering persuasive courtroom presentations. Handle complex cases involving high-stakes financial disputes, ensuring the meticulous examination of financial records, transactions, and reports. Collaborate closely with legal professionals to provide litigation support, participating in strategy sessions, deposition preparations, and trial simulations. Develop and maintain relationships with clients, law firms, regulatory bodies, and industry experts to foster business growth and stay current on industry trends. Utilize your extensive network and industry recognition to attract new clients and opportunities to the practice. Provide expert testimony in court proceedings, delivering credible, compelling, and understandable explanations of complex financial concepts. Review and critique the work of junior forensic accountants, ensuring accuracy, adherence to best practices, and compliance with industry standards. Stay abreast of changes in accounting regulations, legal precedents, and investigative techniques to maintain the practice's cutting-edge expertise. Participate in thought leadership initiatives, including speaking engagements, publications, and educational events, to enhance the practice's reputation and visibility. Collaborate with other partners and senior leadership to align the forensic accounting practice's goals with the firm's broader strategic objectives. Qualifications: A minimum of 10 years of experience in forensic accounting, with a substantial portion of that time spent providing expert testimony in legal proceedings. CPA or CFE certification is essential, along with a Bachelor's or Master's degree in Accounting, Finance, or a related field. Demonstrated leadership experience, preferably at a partner or equivalent level, within a reputable forensic accounting firm or a legal practice. Proven track record of delivering expert testimony in complex financial cases, with a reputation for credibility, integrity, and excellence. Extensive knowledge of accounting principles, financial regulations, and legal procedures relevant to financial disputes and fraud investigations. Strong business development skills, including a network of contacts in the legal and business communities. Exceptional communication skills, with the ability to convey intricate financial concepts clearly and persuasively. Proficiency in using advanced accounting software, data analysis tools, and technology platforms. Strategic thinking and the ability to provide innovative insights and solutions to complex financial challenges. A demonstrated commitment to continuous learning, professional development, and staying current with industry trends. Benefits: Highly competitive compensation package, including performance-based incentives. Opportunity to lead and shape a premier forensic accounting practice, driving its growth and success. Engaging and collaborative work environment with experienced professionals. Access to firm-wide resources, thought leadership platforms, and professional development opportunities. Recognition as a key industry leader, contributing to legal outcomes and industry advancements.

US$200000 - US$400000 per annum
United States of America
Apply

Senior Forensic Assoicate

Senior Forensic Accountant specializing in Insurance Claims/Business Interruption Overview: LVI are currently seeking a Senior Professional to provide different solutions for the insurance industries forensic accounting needs across the US. In this role, the successful candidate will have an opportunity to grow into becoming an Expert Forensic Accountant, offering services in, Economic Loss calculations, Business Interruption Claims and Litigation Support. Key Responsibilities: Conduct preliminary to intermediate analysis of sales, production, and other accounting data Perform physical inventory observations and price testing Examine relevant source documents for the engagement Verify and validate reports and schedules Conduct interviews, either in person or over the phone, to gather information Prepare initial draft of report narrative and schedules Analyze and reconcile claims to finalize calculations Conduct research, data analysis, and evaluation Ensure compliance with state and federal laws Undertake research and other tasks assigned by the Partner Qualifications: Required education: Bachelor's or Master's degree in Accounting or Finance Minimum 5 years of experience in accounting Strong preference for candidates with expertise in Forensic Accounting CPA designation or actively pursuing CPA certification Fluency in multiple languages is a desirable skill Must hold a valid driver's license and have access to a reliable vehicle Demonstrated ability to prioritize and multitask in a fast-paced setting Possesses a professional demeanor and a positive mindset Proficient in Microsoft Word, Excel, and Outlook

US$90000 - US$130000 per annum
Atlanta
Apply

Director of Valuation and Disputes

LVI are seeking an experienced Director of Valuation and Disputes responsible for providing expert opinions on the value of businesses, securities, and other assets in legal disputes, as well as managing and developing the team of consultants. Key Responsibilities: Lead and manage a team of skilled professionals in business valuation, financial analysis, and dispute resolution. Develop and implement strategic plans and initiatives to drive business growth and expansion. Foster client relationships and serve as a trusted advisor in matters related to business valuation and dispute resolution. Oversee complex valuation projects, including mergers and acquisitions, financial reporting, and litigation support. Ensure the department's compliance with industry standards, regulations, and best practices. Provide expert testimony in legal proceedings and negotiations. Collaborate with cross-functional teams to support client needs and identify new business opportunities. Qualifications: A bachelor's degree in finance, accounting, or a related field (MBA or advanced degree preferred). Professional certifications such as CFA, ASA, or CPA strongly preferred. Extensive experience in business valuation, dispute resolution, and financial analysis and business development. Proven track record of successfully managing teams and delivering exceptional results. Strong business acumen and the ability to develop and execute strategic plans. Excellent communication and negotiation skills. Legal and courtroom experience is a plus.

£175000 - £300000 per annum
Atlanta
Apply

Business Valuation Senior Manager

LVI are looking for a Senior Manager of Business Valuation to join a client's business valuations practice. The Business Valuation Senior Manager will act as a crucial team member and leader within the Valuation Services division, assuming significant responsibility for managing business valuation projects. Collaborating closely with the practice leader, they will contribute to essential business development efforts, training and development programs, and ensure the timely and precise execution of tasks on engagements. Qualifications: · Degree in Finance or Accounting · CPA and/or ASA or ABV preferred · 10 or more years of valuation experience at a CPA firm preferred · Strong financial analysis and modelling skills · Strong communication skills written and verbal · Previous experience in management Demonstrated proficiency in independently engaging with client management, collecting information, organizing data, analyzing financial statements and related data, and pinpointing pertinent issues. Capacity to foster and sustain constructive, efficient, and professional connections with co-workers and clients.

US$110000 - US$160000 per annum
Atlanta
Apply

Risk MD

Job Description: As the Managing Director of Risk Advisory, you will play a critical role in shaping the strategic direction of the northeast risk advisory practice. You will help recruit and lead a team of talented risk professionals and work closely with clients to identify, assess, and mitigate risks that impact their business operations. This position offers an opportunity to influence the growth and success of a risk advisory practice. Key Responsibilities: Strategic Leadership: Develop and implement a forward-thinking strategy for the risk advisory practice, aligning it with the company's overall goals and objectives. Team Management: Lead and mentor a team of risk professionals, fostering a collaborative and high-performing work environment. Client Engagement: Cultivate and maintain strong relationships with clients, understanding their unique risk challenges and providing tailored solutions. Risk Assessment: Conduct comprehensive risk assessments and analysis for clients, identifying potential threats and vulnerabilities. Risk Mitigation: Design and implement effective risk mitigation strategies, working closely with clients to ensure successful implementation. Compliance: Stay abreast of relevant laws, regulations, and industry standards, ensuring clients remain in compliance. Thought Leadership: Stay current with emerging trends and best practices in risk management and advisory services, sharing insights with clients and the industry. Qualifications: Bachelor's degree in Business, Finance, or a related field (Master's degree preferred). Extensive experience (10+ years) in risk advisory or risk management roles. Proven track record of successfully managing teams and client relationships. Strong understanding of risk assessment methodologies, compliance requirements, and industry standards. Exceptional leadership, communication, and problem-solving skills. Strategic thinker with the ability to drive innovation and growth.

US$150000 - US$250000 per annum
New York
Apply

Building Enclosure Specialist

We are partnered with a boutique building envelope consulting firm in Greater Seattle who is seeking a Building Enclosure Specialist. The ideal candidate should have a strong background in Building Enclosure Consulting, including a P.E. or R.A. license or working towards one. They should possess extensive expertise in waterproofing, roofing, repair design, forensics, and construction. They should also have experience diagnosing issues in commercial building enclosure systems and aspire to take on leadership roles for growth. Responsibilities may include work on building enclosures, complex projects, restorations, and renovations. Qualifications: Bachelor's degree in Civil and/or Structural Engineering or Architecture required. Preferred certifications: Engineer in Training (EIT); RCI Professional Registrations such as RRO, RRC, RWC, etc. Possibility of obtaining Professional Engineer or Registered / Licensed Architect certification is a plus. 5+ years of technical experience in building enclosure consulting with sound knowledge of building materials, field investigation methods, and scientific principles as they relate to building enclosure performance. New construction experience preferred For further information about this position please apply.

US$100000 - US$115000 per annum
Seattle
Apply

Director Business Valuation

LVI are looking for a Director of Business Valuation to join a client's business valuations practice (Gift & Estate). As a leader in the valuation practice, you will leverage your expertise to perform and manage business valuations with clients across the nation, expand your knowledge and build collaborative relationships within the firm, the practice and with clients. Further, you will have meaningful support from firm leadership for substantial professional development and career growth. What You Will Do · Lead, supervise and develop team members providing business valuations services. · Manage business valuation engagements alongside other team members in various locations · Review business valuation models and reports · Lead management interviews, either onsite or via teleconference · Perform detailed reviews of business valuation reports · Develop, manage and strengthen relationships with current and prospective clients of the firm A Successful Trusted Advisor Has · Excellent written and verbal communication skills · Ambition to be successful and is self-motivated · A strong desire to expand an existing practice · Extensive analytical and project management skills, including the ability to meet deadlines in a fast-paced environment · Business Development experience (Transferable book of business $500k+) Minimum Qualifications · Bachelor's degree in Business, Accounting, or Finance · 10+ years of experience in providing business valuation services · Proficiency with Microsoft Office Suite, primarily Excel and Word Preferred Qualifications · Estate and Gift Tax Valuations · CPA/ABV, Accredited Senior Appraiser (ASA) and/or Chartered Financial Analyst (CFA)

US$200000 - US$250000 per annum
United States of America
Apply

Managing Director - Forensic Mechanical Engineer

Are you an ambitious, determined and hit a glass ceiling in your current role? Do you want to build something your way? Be in control of hiring, developing your own culture, building a client base and developing a service line alongside a hugely successful engineering company? I am looking to speak with senior level forensic mechanical engineers in Florida who wants to step out of their comfort zone and create a Mechanical engineering service line for a consulting company with an internationally recognised reputation. Specialising in design, forensic engineering, commissioning and restoration, this firm has over 1000 licensed engineers and nearly 40+ offices worldwide. This role requires an entrepreneurial mindset and inspiring leadership qualities to scale this business. Mechanical Engineering Experience: · Evaluation and Investigation of mechanical systems, HVAC on commercial and historic structures. · Technical specialist - investigation of catastrophes and failures, non-destructive evaluations and repair of systems. · Expert witness, litigation and deposition experience preferred but not required. · You must possess a minimum of a bachelor's degree in Mechanical Engineering and have a minimum of 10 years of consulting experience. · Licensed Professional Engineer PE Business Management Experience · Experience in managing a P+L centre · Track record of scaling a business through headcount, revenue and developing new business · Experience in hiring, mentoring and developing talented mid level engineers and junior engineers. What does it mean for you? · Ownership: Equity that means something! This business has grown a minimum of 30% every year for the last 5 years. · Performance bonus: Individual and Team based. Company has historically paid bonuses every year for the last 20 years. · Competitive Benefits: 401k, Health-care, PTO (negotiable) etc

Negotiable
Florida
Apply

Senior Electrical Investigation Engineer - Remote

LVI is collaborating with a reputable, multi-discipline engineering firm that has been in business for more than 20 years. To help the business expand, they are looking to hire a Senior Electrical Engineer with 5 years of investigation experience. This organisation will give you the infrastructure and assistance you need to excel in your field and establish a reputation in the marketplace. You will have the chance to work on a wide range of cases looking into the causes and origins of electrical failures, flaws, or damages at commercial, residential, and industrial facilities. Investigations cover electrical system failures, power system analysis, the causes of electric shocks, electrical equipment failures, storm damage, and cause of fire and explosions. Responsibilities include but are not limited to: - Travelling to various client locations to conduct investigations and analyses - Create new client contacts and support business expansion - Evaluation and investigation on electrical systems, the causes and origins of fires and explosions, and electrical equipment failure - Provide expert witness testimony in court and depositions Requirements: - Licensed Professional Engineer - Degree in Electrical Engineering - 5 Years experience troubleshooting & investigating electrical failures

Negotiable
United States of America
Apply

Senior Accident Reconstructionist - Remote

LVI are working with an established accident reconstruction company, who are looking for an experienced engineer with the desire to make a name for themselves in the industry and contribute towards the company's exciting growth. Our client offers you the opportunity to work on a large variety of cases, provides exposure and support for you to reach your full potential. You will be reconstructing a variety of accidents including but not limited to, vehicular accidents, slip/trip and fall, and falling objects. With a highly collaborative environment, you will have the opportunity to work closely with and learn from industry known experts, contributing to you becoming a subject matter expert. In addition to all of this you, will be given the opportunity to work remote and have generous benefits available. Responsibilities include but are not limited to: - Performing failure analysis and conducting field investigations involving various types of vehicles and mechanical equipment involved in incidents - Travel to client sites and accident scenes to gather information and perform inspections - Collaborate in teams to analyse complex issues at accident scenes - Provide testimony of findings at deposition or trial - Contribute towards business growth and developing client relationships Requirements: - 4 years minimum experience - Degree in Mechanical or Civil Engineering - P.E. License or ACTAR certification

Negotiable
United States of America
Apply

Biomechanical Engineer - Remote USA

A reputable multidisciplinary engineering firm that LVI works with is seeking a Biomechanical Engineer. You will work on a range of cases analysing the effects on the human body, such as injuries sustained at work, slips, trips, and falls, as well as the effects of car accidents. With our client's collaborative atmosphere and the opportunity to study under well-known engineers in the area, you will be given the support you need to realise your full potential. Responsibilities include but are not limited to: Conduct occupant injury biomechanical analysis Travel to client sites and accident scenes to gather information and perform inspections Collaborate in multi-disciplinary teams to analyse complex issues at accident scenes Provide testimony of findings at deposition or trial Contribute towards business growth and developing client relationships Requirements: Exceptional written and communication skills Bachelors in Mechanical or Biomechanical Engineering 3+ years worth of experience Experience with dynamic testing, data collection and data analysis Benefits include: 401k Health Insurance Generous PTO Offer support for further education and training End of year bonus

Negotiable
United States of America
Apply

News & Insights

Interview & Hiring Guidance Image
Technology

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
Technology

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
Technology

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
Technology

​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