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:

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.

Forensic Accounting Managing Director

Position: Managing Director (highest level) Location: New York, Philadelphia, Tampa, LosAngeles Type: Full-time Key Responsibilities: Lead and oversee all forensic accounting activities within the organization. Manage a team of forensic accountants, providing guidance, mentorship, and support. Utilize your expertise to investigate financial irregularities, fraud, and misconduct. Develop and implement strategies to enhance the efficiency and effectiveness of forensic accounting processes. Actively participate in business development efforts, including client acquisition, proposal writing, and presentations. Cultivate and maintain strong client relationships, serving as a trusted advisor in matters related to forensic accounting. Qualifications: Extensive experience (10 years) in forensic accounting, with a focus on fraud investigation and financial analysis. Proven track record of successfully leading and managing teams. Strong business development skills, with a demonstrated ability to generate leads and close deals. Excellent communication and interpersonal skills, with the ability to build rapport with clients and colleagues. CPA or CFE certification preferred. Bachelor's degree in Accounting, Finance, or related field required; Master's degree a plus. Proven revenue generation of $1 million+

US$430000 - US$700000 per annum
New York
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Consultant - Construction Claims/Disputes

LVI are seeking a construction professional to join a highly reputable construction disputes consultancy. This role presents an excellent chance for a dynamic and driven construction professional with practical experience in construction claims and disputes related to cost and/or delay. In this role, you will work closely with construction disputes experts and expert witnesses, assisting in the preparation and delivery of forensic analysis for various projects in report format. Training and support will be provided to enhance your skills and capabilities. Responsibilities Provide support to the lead expert in carrying out methodical and thorough forensic analysis related to multiple ongoing disputes. Forensic investigation of project delays/costs. Developing factual chronologies of events. The preparation of written reports for use in formal dispute resolution processes such as mediation, adjudication, litigation and most commonly arbitration; prepared as either advocate or assistant to an independent expert. Qualifications Bachelor's degree in an engineering field. 3+ years' experience working on-site in construction. Experience in dispute resolution is desired but not necessary. Strong analytical and problem-solving abilities, with proficiency in industry-standard software and tools; MS Office Suite (Word, Excel, PowerPoint, Access), MS Project, Primavera P6. Excellent team working skills along with the ability to work autonomously. Strong written and oral presentation skills.

Negotiable
Ontario
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Senior Director - Construction Delay & Damages

Overview: LVI are currently seeking a senior-level construction manager or engineer to provide direction and exceptional leadership for all aspects of technical and managerial services. In this role, the successful candidate will have an opportunity to expand and grow the client's various practices while leading high-profile projects - including, but not limited to; construction law and litigation support, construction disputes and claims, CPM schedules relating to delay & disruption, loss of productivity, cost/damage analysis, and expert witness testimony. Company: The client is a fast-growing engineering and management consulting firm that specializes in the construction industry. They offer professional services in damage and delay analysis, loss of productivity and project and financial advisory. Their clients include, construction companies, contractors and owners, insurers, and government agencies across the US and overseas. Requirements: B.S. Degree required (PE and/or PSP license is desirable.) Expert witness testimony experience desirable. 8+ years experience in private and public sector projects. Self-motivated leader with experience as the lead project manager in providing all levels of project planning, monitoring and analysis while working for highly diverse clients on projects covering the full spectrum of the industry. Forensic engineering/cost analysis skills, as well as strong construction industry experience including delay, scheduling, cost, claims, and loss analysis. Responsibilities & Duties: Excellent communication skills Ability to self-direct and self-regulate Participate in strategic growth Ability to delegate and work as both a leader and a mentor Responsible for producing project documentation Prepares project specifications and technical reports

US$200000 - US$250000 per annum
Houston
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Senior Forensic Accountant

LVI are 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 Fraud Investigations, Income Replacement Benefit quantification, Economic Loss calculations, Business Interruption losses and Litigation Support. Requirements: Minimum 5 years of (post-CPA) experience in Investigations, Disputes 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 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

Negotiable
Toronto
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Business Valuation Manager

Are you a seasoned professional in the field of finance or accounting? LVI is currently seeking a dynamic and experienced Manager of Business Valuation to become an integral part of our client's business valuations practice. As a Business Valuation Manager, you will play a pivotal role as a team leader within our Valuation Services division, taking on substantial responsibilities in the management of business valuation projects. Key Responsibilities: Manage and lead business valuation projects with precision and timeliness. 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.

US$120000 - US$160000 per annum
Atlanta
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Business Valuation & Litigation Support Director

Job Description: As a Business Valuation and Litigation Support Director, you will play a pivotal role in providing valuation and litigation support services to our client's customers. You will lead a team of professionals and work closely with clients, attorneys, and stakeholders to deliver expert financial analysis and support in legal matters. Responsibilities: Valuation Expertise: Utilize your deep knowledge of business valuation methodologies to assess the worth of companies and assets in various industries. Litigation Support: Provide expert witness testimony, prepare reports, and assist legal teams in complex litigation cases. Client Engagement: Cultivate and maintain strong client relationships, understanding their needs, and delivering customized solutions. Team Leadership: Lead and mentor a team of valuation professionals, ensuring high-quality work and professional development. Financial Analysis: Conduct in-depth financial analysis, including financial modeling, market research, and risk assessment. Regulatory Compliance: Stay updated with industry regulations and standards to ensure compliance in valuation and litigation support engagements. Business Development: Have a proven track record of generating $350k in revenue per year. Quality Assurance: Oversee the quality control process for valuation reports and litigation support documentation. Qualifications: Bachelor's degree in Finance, Accounting, or a related field; MBA or CFA preferred. Professional certification in business valuation (e.g., CVA, ABV, ASA). Minimum of [10] years of experience in business valuation and litigation support. Proven track record of expert witness testimony in litigation cases. Strong leadership and team management skills. Exceptional communication and presentation abilities. Proficiency in valuation software and financial modeling tools. Knowledge of relevant legal and regulatory standards. Client-focused approach with a commitment to delivering high-quality results. Why Join Our Client's Team? Competitive salary and benefits package. Opportunity to work with a highly respected and reputable firm. Collaborative and inclusive work environment. Professional growth and development opportunities. Chance to make a meaningful impact in the field of business valuation and litigation support. If you are a driven and experienced Business Valuation and Litigation Support professional looking to advance your career, we encourage you to apply today. Join our client's team and be a part of a company that values expertise, innovation, and excellence.

US$225000 - US$275000 per annum
District of Columbia
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P6 Scheduler

LVI Associates are seeking a P6 Scheduler for an Exciting Opportunity in Maryland. Our client is looking for a skilled and experienced P6 Scheduler to join their team. This permanent position offers the opportunity to work on exciting projects, utilizing your expertise with delay analysis, construction claims, and project controls. Qualifications: Engineering/Construction degree Minimum of 5 years' experience as a scheduler in the Construction industry Proficiency using Primavera P6 software Skills: Scheduling Expertise - The ideal candidate should have extensive knowledge about scheduling procedures that enable them to plan out tasks accurately while meeting deadlines. Delay Analysis - Experience working with clients or contractors who require you understand how delays occur during different phases of construction so they can be properly addressed by all parties involved. Construction Claims Knowledge - You will need expert understanding when it comes making valid requests related compensation from other organizations like insurers or government entities due any unforeseen circumstances affecting progress at site worksites such as natural disasters etc. Project Controls Mastery- It's essential that candidates demonstrate excellent leadership skills required manage budgets without exceeding cost estimates set forth prior commencement among other things. If you're passionate about being part this challenging yet rewarding career path then please apply now!

US$100000 - US$130000 per annum
Maryland
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API Inspector 510/570/653 - Texas

LVI has partnered with a market leading inspection company with offices globally, who are looking to grow their team in Texas. They are looking for an experienced inspector to perform visual and non-destructive examination of equipment in accordance with API (510/570/653) and ASME standards. You will provide expertise and recommendations to clients for troubleshooting, repair and replacement of the equipment. You will have the opportunity to become part of their close team in Texas where you will have the opportunity to learn and grow amongst other experience professionals. Requirements: Certification of American Petroleum Institute Standards 510/570/653 (CWI a plus) 5 - 10 years' experience or 2+ years on site experience In-depth working knowledge of API and ASME standards Experience working in direct support of multi-disciplinary teams Technical report writing skills Benefits: Competitive salary Generous 401K Plan Company bonus Paid holidays Paid time off

Negotiable
Texas
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Forensic Mechanical Engineer - Houston

LVI are working with a well known multi-disciplinary engineering company that are looking for an experienced Forensic Mechanical Engineer. You will be part of a team investigating the cause and origin of a diverse amount of failures within the mechanical field. 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. Responsibilities include but are not limited to: Evaluation and investigation of mechanical systems, heavy machinery, and HVAC/plumbing systems on commercial, industrial and historic structures. Provide expert witness testimony of findings at deposition or trial. Travelling to different investigation scenes to perform inspections and gather data. Compose and submit accurate reports to clients within a timely manner. Establish new client relationships and contribute towards business growth. Requirements: Licensed Professional Engineer Minimum of a Bachelors degree in Mechanical Engineering 5+ years experience within mechanical failure analysis

£110000 - £180000 per annum + 401K, Bonus, Company Shares
Houston
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Mechanical Building Consultant - Dallas

LVI is currently working with a well known building consulting company based in Dallas who have been market leaders for over 20 years. This is an exciting opportunity to work with a leading building consulting firm that specializes in property condition assessments for developing facilities, such as health-care, private K-12 schools and commercial buildings. As part of the team, you will have the chance to develop your skills while working on challenging projects across various industries and have the opportunity You will be responsible for conducting detailed analyses of various incidents involving building's MEP assessments such as HVAC, plumbing/mechanical systems and building code compliance. As part of this process, you must conduct thorough examinations by analyzing data collected during field inspections using technical knowledge gained through their education & practical work experiences. As a successful candidate, you must possess strong mechanical engineering knowledge combined with a good understanding on how to conduct property condition assessments. Qualifications: Bachelor of Science in Mechanical Engineering Registered EIT or P.E. preferred 4+ Years experience working within mechanical engineering Have a good working knowledge on conducting property condition assessments Company Benefits: Bonus based off of both company and individual performance Benefits: Health Insurance/dental. Vacation, Sick, Holiday Pay. 401K Match

£80000 - £180000 per annum
Dallas
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Manager - Forensic, Valuation and Litigation Services

This is an exciting opportunity for someone looking to level up within their career. LVI are looking for a Manager of Commercial Litigation Support to join our client's advisory practice. Join an elite consulting team that excels in financial modeling and analysis, dedicated to supporting various commercial litigation engagements. These engagements encompass commercial litigation, forensic accounting, economic damages, lost profits, intellectual property, trade secrets, and other business consulting objectives. Responsibilities: Lead initiatives in forensic accounting and support for commercial litigation. Assume a leading role in collaborating with legal counsel and their clientele to quantify damages, aid the litigation team in securing necessary financial information, and oversee numerous engagements. Contribute to cultivating business from current and potential clients by expanding connections. Engage in marketing and business development endeavors, encompassing webinars, presentations, and events. Serve as a primary contact point with clients. Manage invoicing and additional project management responsibilities. Coach, counsel, and guide team members in overseeing and exceeding client expectations. Develop and/or supervise the creation of economic damages models and reports to ensure thorough analysis aligns with the conclusions reached. Participate in deposition and trial scenarios, including aiding in preparations leading up to depositions and trials. Show proficiency in understanding forensic and litigation support standards and methodologies. Uphold the highest standards of professionalism and maintain stringent client confidentiality. Requirements/Qualifications: Bachelor's Degree in accounting, economics or finance required. Minimum of 5-7 years of experience in commercial litigation/forensic accounting or business valuation. CPA/CFF/MAFF designations preferred. Strong analytical, comprehension and problem-solving skills, as well as strong verbal and written communication skills Highly proficient with Microsoft Word & Excel Ability to perform several tasks concurrently with ease and professionalism Ability to perform in fast-paced, deadline-oriented environment Proficient with online research Ability to work with multiple supervisors concurrently with ease and professionalism Ability to perform in a flexible, deadline-oriented environment

US$110000 - US$150000 per annum
Charlotte
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Senior Accident Reconstructionist - Texas

LVI are working with a well known boutique accident reconstruction company based in the Texas. After a highly successful 2023, and great start to 2024, they're looking to add more senior consultants to the team to help continue their growth. This company will provide you the support to become an industry expert and allow you to make a name for yourself in the market, whilst having the opportunity to work on a large variety of cases in the accident reconstruction field such as vehicular accidents, slip/trip and fall, and falling objects. They provide a lot of flexibility, whether you want to focus on consulting and growing your case load, or growing a team of junior engineers, the choice is completely up to you! 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. Serve as an expert witness in court and/or depositions. Establish new client relationships and contribute towards business growth. Compose and submit accurate reports to clients within a timely manner. Collaborate in multi-disciplinary teams to analyze complex issues at accident scenes. Requirements: Licensed Professional Engineer. Degree in Mechanical Engineering Engineering. 5 Years experience in Accident Reconstruction.

US$130000 - US$250000 per annum + 401K, Bonus, Company Shares
Texas
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News & Insights

Interview & Hiring Guidance Image
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Interview & Hiring Guidance

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

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Management & Culture

Finding a company culture that fits 

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

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Phaidon International Findings

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

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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.

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