Interactive Resources - iR’s Post

CLOSED Client: Industrial General Contractor in Alabama Position: Senior Project Manager Time to submit candidate: 5 days Time to fill: 40 days (~5.5 weeks) Process: Client engaged with Affinity to help find a Senior Project Manager. Went through a 45 minute intake call to understand ideal client's story and business, ideal candidate experience, interview process, etc. Hit the market with outreach and screening. Client really needed some PM support, because owner was way too involved in the weeds of projects (hence the gap between submit and fill). Candidate also needed to be a qualified fit on the Culture Index. We thought we were at risk of losing this search due to communication gaps, travel schedules, and more. We hung in there because we knew we had a great candidate who was also being patient. Candidate was looking for an opportunity to be a key contributor with a growing company. Great match between both parties. "This is the kind of guy we need to hire" "My wife and I feel really good about this" -- In an effort to "build in public", from time to time we are going to share more stories from behind the curtain with what's going on over here at Affinity. Will also share more of the Ls that we take, not just the Ws on the scoreboard. Follow: Affinity Recruiting & Consulting

We’ve attracted some very strong Head of Sales, Business Development Managers and Software Engineers in less than a week for the engineering sector from our adverts. You can too. Stop talking about how great you are to attract candidates and talk start talking about 👏🏼Why people work for you. 👏🏼What you have to offer someone if they were to come and work with you. 👏🏼The reason for hiring right now 👏🏼What they will get involved in 👏🏼If there’s development involved from the get go, and what that might look like 👏🏼 What it’s like to work there. The culture and environment 👏🏼 The management style 👏🏼 The salary and benefits package 👏🏼 The impact this role will have on the business. People want to feel like they are making a difference. So…. Talk about what’s in it for the candidate. #cleanenergy #engineering #recruitmentprocess

Exciting news below!!

𝐍𝐨𝐰 #𝐇𝐢𝐫𝐢𝐧𝐠! #PEMB 𝐄𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫, but not just any Engineering Manager... In the heart of our client’s bustling company, and amid the hum of innovation and the thrill of expansion, a unique opportunity awaits an engineering leader ready to embrace a transformative career move. ➡️ Picture this: You step into a dynamic new division within a well-established company, where the current volume is $100 million and climbing. The stakes are high, the challenges are complex, and the possibilities are boundless. ➡️ As the Engineering Manager, you won't just lead a team; you'll chart the course for an entire division. This isn't your ordinary role—it's a chance to shape the future of a market leader. ➡️ Imagine being the linchpin in a team of drafters and detailers, your expertise guiding them through intricate projects and pushing the boundaries of what's possible in metal building systems. You're not just a technical guru; you're the go-to person for the sales and customer teams when they need that extra boost to turn potential into reality. ➡️ But it's not just about today. It's about strategizing for tomorrow. Your decisions will impact not only the success of the business in the short term but also its trajectory for years to come. This is your canvas—paint the picture of a division that quotes and wins more complex buildings, driving efficiency across the entire business. 𝑵𝒐𝒘, 𝒍𝒆𝒕'𝒔 𝒕𝒂𝒍𝒌 𝒂𝒃𝒐𝒖𝒕 𝒚𝒐𝒖 —the ideal candidate. You're not just technically skilled; you're a people person. Your traits include being highly relational, kind, patient, and service oriented. You understand that relationships matter, and you bring that spirit into your leadership style. This isn't just a job; it's a journey. Our client is well-established, but this division is new, and that's where you come in. We need your expertise, your vision, and your drive to take the company to new heights. What's in it for you? An opportunity to shape the destiny of a rapidly growing division, and a collaborative work environment where your voice matters. If you're ready for a challenge that's as big as your ambition, let's talk! Be part of a story that's not just about a job—it's about a transformation. #hiring #recruitment #careeropportunity #engineeringmanager #metalbuildings #pemb #leadership #notjustanyjob #applytoday

Why can hiring a project partner reduce the cost of a project? The list of reasons is long, but I’ll cut right to the heart of it – because we know all the ways to increase value. Our experience means that we understand the nooks and crannies of the industry and we can see misquoting, mistakes, or missed opportunities from a mile away. Consider for a moment if you were going to invest in a new car. Now, unless you yourself are an expert, you’d want the perspective from someone from within the automotive industry to assess the value, the worth and the motor before you buy. It’s a purchase that requires niche understanding, so you’d want a niche specialist. Too often with retail projects, people go into it without realising they’re in a highly niche area. That’s when details can get missed and inflated costs go unnoticed. For fit-out specialists in New Zealand and Australia, we’re your people. We’ll help you get right down to the details, work with the best contractors and reduce your costs every step of the way. Set up a call and let’s chat about your project and your goals.

Opportunity

Looking for a job in Climate Tech? Here are 15 I'm working on. (For more details, click the link in the comments) Engineering: -- VP of Technology | Hardware Tech Developer - (Waterless Battery Cathode Producer) -- Director / Sr. Mech. Eng. | Waste-steam to energy turnkey developer -- Sr. Mech. Eng. (Product Design) (x2) | Hardware Tech Developer (HVAC Efficiency & Carbon Capture Applications) Sales: -- Sr. AE (x2) | GHG Accounting SaaS+ Platform -- Director of Sales (Central / Western US) (x2) | Reducing accidents in the workplace -- SDR (x4) | SaaS Sold to Water Utilities Marketing: -- Growth Marketing Manager | GHG Accounting SaaS+ Platform -- Thrower of Epic Parties | SaaS Sold to Water Utilities -- Growth Marketing Director (Content Focused) | Reducing accidents in the workplace 👉 If none of these are a fit for you, check out ClimateTechList for a huge collection of roles open in climate. 👉 If you need help with your climate transition, check out what Marco Morawec is doing with Climate Drift. Happy Hunting! #ClimateTech #Hiring #CleanTech #WorkInClimate #Jobs #GreenJobs

We are hiring for the following positions. 1. HR Manager 2. Sales Manager 3. Project Engineer If you are looking for these positions, comment “Interested “ in comments section. Have you ever think any professional will do hiring like this? Nowadays there are ‘n’ numbers of scammers who are doing this on LinkedIn. Scam? How? These people will contact you by call and they know that you are looking this kind of position and ask to share the data. Some also ask for some kind of security money if not that then they sell your data to other third parties which routinely disturbs you either by calling or email. So, whenever you see anybody is posting like this just unfollow and block him/her

3 𝑩𝒊𝒈𝒈𝒆𝒔𝒕 𝑴𝒊𝒔𝒕𝒂𝒌𝒆𝒔 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑴𝒂𝒌𝒆  𝑾𝒉𝒆𝒏 𝑻𝒓𝒚𝒊𝒏𝒈 𝒕𝒐 𝑺𝒆𝒄𝒖𝒓𝒆 𝑻𝒐𝒑 𝑬𝒏𝒈𝒊𝒏𝒆𝒆𝒓𝒔: 1️ - 𝑻𝒉𝒆 𝑷𝒆𝒓𝒇𝒆𝒄𝒕 𝑴𝒂𝒕𝒄𝒉 𝑻𝒓𝒂𝒑 Technical proficiency is important, but even the best candidates rarely tick every box. With a narrow focus, you’ll overlook equally vital attributes like adaptability, problem-solving skills, and cultural fit. Keep an open mind. 2️ - 𝑨 𝑳𝒆𝒏𝒈𝒕𝒉𝒚 𝑯𝒊𝒓𝒊𝒏𝒈 𝑷𝒓𝒐𝒄𝒆𝒔𝒔 Right now, top engineers are in high demand. They won’t be available for long.   If you find one you like, you need to secure them with an efficient but thorough process. Hasty decisions result in poor hires. But a lengthy process means you’ll miss the boat. Strike the right balance. 3️ - 𝑳𝒂𝒄𝒌 𝒐𝒇 𝑫𝒆𝒇𝒊𝒏𝒊𝒕𝒊𝒐𝒏 Without clear parameters defining a “good”, “great”, and “poor” candidate, your process will be full of inconsistency and bias. All candidates must be evaluated fairly and consistently. Then, you’ll make great quality hires and improve candidate experience, too. Securing a Top Engineer is more than just filling a role. It’s about building a team that will drive innovation and success. By avoiding these three common mistakes, Hiring Managers can put their best foot forward. 𝑯𝒂𝒗𝒆 𝒂 𝒈𝒓𝒆𝒂𝒕 𝒘𝒆𝒆𝒌𝒆𝒏𝒅...

The truth about hiring offshore: Job Mode: • 1-5 people offshore. It's lean. • You’re the manager. Hands-on, making it happen. • Revenue's creeping up, but don't expect miracles. • Putting in place systems. • It's gritty, it's real, but hey, that's how you build a foundation. Owner Mode: • 5+ offshore employees. • Now you're the strategist. You've got systems, and processes. • Increase in profit. Due to scaling of operations and reduced relative costs. • Your team's autonomous, and you're scaling.