CRITICAL ENGINEERING SEARCH
A committed search. A clearer hiring decision.
For difficult specialist and leadership hires, we prefer an engaged or retained search with an upfront commitment. The scope, commercial terms and responsibilities are agreed before work begins.
THE ENGAGEMENT
Agree the work before starting the search.
We discuss the business problem, the capability required and whether specialist search is appropriate. The written engagement sets the role scope, fees and payment milestones, communication cadence, responsibilities and any exclusivity or other terms. There is no universal contingency-only promise or guaranteed delivery date.
FIVE PRACTICAL STAGES
From business problem to informed introductions.
Make the introduction
Bring relevant people and engineering challenges together.
01 / UNDERSTAND
Agree the business problem, role outcomes and hiring constraints.
02 / MAP
Research relevant employers and adjacent talent pools.
03 / ENGAGE
Approach suitable professionals through direct search and relationships.
04 / ASSESS
Explore relevant evidence, motivation and practical alignment.
05 / INTRODUCE
Provide context and support interview alignment and hiring decisions.
Illustration of our search approach. Not live candidate data.
WHAT YOU RECEIVE
Visibility into the search, not just the shortlist.
A calibrated brief
Agreed outcomes, essential experience, practical constraints and a shared assessment standard. We surface trade-offs before they become interview disagreements.
Market feedback
Relevant employer pools, candidate response themes and constraints emerging from the search. We distinguish observed evidence from hypotheses.
Context for decisions
Introductions explain relevant experience, motivation, practical alignment and questions still to validate. We support interview alignment and decision-making.
WHAT WE NEED FROM YOU
A search works better with an engaged hiring team.
A named decision-maker, a realistic compensation framework, access to technical stakeholders and timely interview feedback help keep the brief aligned with the market. If requirements change, we revisit scope and priorities together rather than continue searching against an obsolete brief.
BEFORE A VACANCY IS FINAL
Not ready for a full search? Start with feasibility.
When you are deciding where or how to hire, a defined talent-mapping engagement can establish a useful employer landscape and research questions. It cannot precisely predict future headcount or guarantee candidate availability.
BUYER QUESTIONS
A few useful answers.
When are fees agreed?
Before work starts, in a written engagement. Our preferred model includes an upfront financial commitment; the details depend on scope.
What happens if the market challenges the brief?
We discuss the evidence and options with you, including changes to location, essential experience, compensation or search scope. Any change to the engagement is agreed together.
LET’S TALK ABOUT THE WORK
Which hire moves your product forward?
We discuss the role, what makes the hire difficult, relevant market constraints and whether specialist search makes sense. Scope and commercial terms are agreed before work begins.
GLOBALWORKS
Specialist search for robotics, autonomy, advanced hardware and manufacturing. The people behind what comes next.
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