Hire the engineer or leader you actually need — not the closest CV in the pile.
We work like an extension of your hiring team. One senior consultant, a tight brief, and a shortlist short enough to actually interview.
From field service to engineering director.
We recruit hands-on technicians and engineers, and the people who lead them — at every level where technical credibility matters. The same senior consultant runs an early-career hire as runs an executive search.
Early-career & technical
- Field Service Engineers
- Graduate & junior engineers
- Manufacturing & production technicians
- Site & project engineers
- Wind / solar / BESS technicians
- Apprentice & EIT pipeline support
Engineering disciplines
- Mechanical & electrical engineering
- Electronics & embedded systems
- Controls, automation & robotics
- Manufacturing & production engineering
- Software & systems engineering
- Design & R&D
Leadership roles
- Head of Engineering / Technical Director
- Engineering Manager / Principal Engineer
- Operations Director / Plant Manager
- Chief Engineer / VP Engineering
- Continuous Improvement Lead
- Quality Director
A small process, run well.
No theatre. Four steps, clear ownership, honest commentary at every stage.
- 01Day 0
Brief
A working session to pressure-test the role spec, package, and the wider story candidates need to hear.
- 02Days 1–14
Search
Targeted research and direct outreach into a mapped market — no spray, no recycled CVs.
- 03Days 14–21
Shortlist
A short, calibrated panel — typically three to five names — with honest commentary on fit, motivation, and risk.
- 04Days 21+
Offer & onboard
Reference work, offer management, resignation support, and a check-in at 90 days. We stay close.
The right commercial model for the role.
We use three engagement models. We'll recommend the one that fits — and we won't take an engagement we don't think we can deliver.
Contingency
For permanent roles where speed matters and you're comfortable with a competitive process.
- No upfront fee
- Single point of senior contact
- Typically used for engineering and technical roles below board
Retained
For confidential, hard-to-fill, or leadership hires where rigour, discretion, and exclusivity matter.
- Staged fee aligned to delivery milestones
- Mapped market, comparator research, structured assessment
- Standard for Leadership & Succession Search engagements
Embedded
For periods of intense hiring — a dedicated resource working as part of your team.
- Day-rate or fixed-term commercial model
- Best for scaling engineering teams or build-outs
- Hand-over plan from day one
A few things employers usually ask.
For most engineering and technical roles we share a first shortlist within two to three weeks of brief. Leadership and confidential searches usually take longer because the pool is smaller and the approach work is more careful.
Tell us what you're hiring for.
Send a role spec or an outline. We'll come back with honest market feedback inside 48 hours.