Client journey
A vacant engineer role costs more than a fee. Let's close it.
You're balancing recruitment against SLA performance, mobilisation and a P&L. We take the sifting off your desk and hand back a short list of people who genuinely fit the site.
The problem, honestly
From recruitment as a burden to a predictable engine
Most hiring pain in the built environment comes from three places: the engineer shortage, salary expectations outpacing budgets, and silence between stages.
Before
Sift, wait, repeat
Twenty CVs that look right on paper, half of which can't work the shift pattern or hold the compliance the site demands. Roles drift for a quarter.
After
A short list that lands
Three or four legitimate contenders, benchmarked against budget, briefed on the site, and available in the window you actually need.
Bridge
One specialist owning the pace
We take the brief properly, benchmark the package, screen without exception, and chase every stage so nobody drops out of silence.
We know the pressure points
What we hear from operations every week
None of this is theoretical. It's the same nine problems, on repeat, across FM contracts, data centres and project fit-outs.
Tell us which one is yours- 01Engineer shortages across London and the South East
- 02Salary expectations sitting above site budget
- 03Urgent mobilisation after a contract win
- 04Compliance requirements, HV/LV, AP, SAP, narrowing the field
- 05Engineers unwilling to take shift or call-out rotas
- 06Technical CVs that fail site-specific requirements
- 07Delayed decisions causing candidate drop-out
- 08Counter-offers unpicking a placement at week two
- 09Vacancy cost quietly eroding SLA performance
Who we partner with
The people accountable for contract performance
- Operations Directors and Managing Directors owning P&L
- Contract Managers supplying engineers to live sites
- Regional and Technical Managers across multi-site delivery
- Facilities Managers and Heads of Maintenance
- HR Managers and internal Talent Acquisition teams
- Project Directors, Commercial Managers and Building Services Directors
Sectors we cover
Where our placements live
What we cover
The environments we recruit for daily
Each one has its own compliance, its own shift reality and its own reason people leave.
Critical power
Switchgear, UPS and generator competence, evidenced rather than claimed.
Contract leadership
Managers who hold SLAs, PPM compliance and engineer retention together.
Cooling and mechanical
Chilled water, CRAC and AHU experience for critical environments.
Working with us
Four steps from brief to start date
- 01
Send the brief
Twenty minutes on the site, the plant, the team and the shift pattern. That call saves a month.
- 02
Get the market reality
Benchmarked salary data, and a straight view on whether the package will land.
- 03
Review a short list
Three or four screened contenders with honest notes, including the risks on each.
- 04
Offer with momentum
Interviews chased, feedback pushed, resignation and counter-offer risk managed.
Register a vacancy
Three names that fit, inside a week
Give us the site, the shift pattern and the budget. We'll benchmark it against live market data first so the offer lands the first time.
- Call back within two working hours
- Salary benchmarked before it goes to market
- Three or four screened names, risks included