Overall, the architecture and interior design market remain very strong, despite the ‘collective COVID hangover’.
Our clients are confident in the workflow and project pipelines, with the government focusing their spending in infrastructure projects.
This kick-start to the economy means we expect a 3-4% growth between 2022 and 2025.
The client is a national tier one multidisciplinary architectural studio with over 100 in their Sydney office across architecture, interior design, urban design, and landscape architecture. They have a strong history of quality projects in a wide range of typologies, such as transport, community, commercial, and health.
At the time, there were 5 principals looking for another to head their new education division. The role would consist of leading a team of 9 with the help of associates to:
oversee the design
implement the delivery of projects
The projects were mainly 2 large primary schools and a few university projects.
A major part of the role would be meeting clients and developing relationships, consequently bringing in work. They were looking for a leader who has a collaborative approach with compassion and understanding.
Through existing connections, our database, and LinkedIn, we created a shortlist of suitable candidates to approach.
We ensured skills and aspirations matched what the client was offering.
We connected with and attracted several candidates - who we then vetted. Three were submitted to the client and subsequently interviewed.
A candidate was selected, referenced, and successfully placed in the company.
Our recruitment process began by meeting our clients to fully understand their needs and requirements.
Specifically, we aimed to get an understanding of the team and structure of the organisation. It’s important at this stage to discuss succession planning for the candidate. For example, an opportunity to become a director in the near future.
On the candidate side, we thoroughly interviewed and screened their skills, paying attention to their aspirations. We sourced candidates by headhunting, outlining potential candidates with relevant skills, and successful track records.
We then performed the following:
in-depth consultation and interview brief
provided research tips and interview techniques, as well as the interview process followed up with information about the company that candidates mightn’t be able to access easily on their own - as well as BCI information
checked in before and after the interview, and followed up quickly with feedback
We always ensure we are transparent and open when discussing salary and duties. We also offer a strong level of support and mentorship during the job application process.
Are you ready to take control of your recruitment strategy?
CGC Recruitment is a specialist construction, infrastructure, engineering, and architecture recruitment consultancy. We view our clients as our partners and work closely with them to meet their business needs. We work with some of Australia’s largest construction brands through specialist SMEs and boutique consultants. We have proven experience delivering permanent, contract and retained recruitment solutions, consistently providing the right candidates for the right roles at the right time.
If you have an active role you’d like to discuss or just want to talk to a specialist consultant, please contact us. Alternatively, you can complete our online client form and a member of our team will contact you.
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