Case Study: Recruitment of a Senior Project Manager

A well-established, family-run engineering and construction company needed to hire a Senior Project Manager to lead a major data centre project worth £32M. The role required not only technical expertise but strong leadership skills to manage a team and deliver the project on time while maintaining the company’s reputation for quality and reliability.

Here’s how they successfully recruited the right person for the job and what other companies can learn from their approach.

The Challenge

The company was looking for a Senior Project Manager who could:

• Oversee the project from start to finish, including pre-construction planning and delivery.
• Lead a team of around 15 direct reports, including engineers and site workers.
• Manage client relationships, resolve disputes, and ensure clear communication on progress.
• Have experience in M&E (Mechanical & Electrical) projects and expertise in ASTA programming.
• Align with the company’s collaborative and honest culture.

Finding someone with the right technical skills, leadership experience, and cultural fit proved to be a challenge.

The Recruitment Process

1. Defining the Right Candidate

The company created a clear profile to focus the search on candidates who had:

• A technical background in engineering and construction.
• Strong problem-solving and negotiation skills.
• Leadership qualities that inspire teamwork and respect.

2. Reaching the Right Audience

The job was advertised in places that would attract experienced professionals in the industry, such as:

• Specialist job boards for engineering and construction.
• Professional networking platforms like LinkedIn.
• Direct outreach to passive candidates with relevant experience.

This ensured the role was seen by skilled individuals, not just those actively seeking jobs.

3. Highlighting the Company’s Appeal

The company’s reputation helped attract high-quality candidates. They shared information about:

• Long-term career growth opportunities (many employees had been with the company for over 20 years).
• A focus on team collaboration and honesty, providing a supportive environment.
• Their impressive track record, with 85% of work coming from repeat clients thanks to their ability to deliver successful projects.

4. Screening for the Perfect Fit

Once applications started coming in, the company focused on finding candidates who could bring value and stability. They asked key questions to assess:

• Leadership capabilities in managing teams and delivering results.
• Communication and client management skills to avoid disputes and maintain clear expectations.
• Cultural fit to ensure the new hire would thrive in a collaborative environment.

The Outcome

After a targeted and thorough selection process, the company found a Senior Project Manager who met all their criteria. The results were:

• Smooth Project Delivery: The data centre project stayed on schedule and within budget.
• Improved Team Coordination: The new hire boosted team morale and productivity.
• Satisfied Clients: Clear and effective communication meant clients were kept informed and happy throughout.
• Future Expansion Potential: The hire proved capable of taking on additional responsibilities, setting the stage for future business growth.

Lessons for Other Businesses

This case shows how to recruit effectively for senior roles in engineering and construction. Key takeaways include:

• Be Specific About What You Need: A detailed candidate profile will save time by focusing on the right skills and experience.
• Advertise Strategically: Use specialist job boards and professional platforms to target the right audience.
• Promote Your Organisation’s Strengths: Highlighting long-term career opportunities and a positive work environment attracts better candidates.
• Screen for More Than Skills: Find candidates who fit your company culture and demonstrate strong leadership qualities.

Conclusion

With the right recruitment approach, even challenging roles like Senior Project Manager can be filled successfully. By focusing on clarity, outreach, and cultural fit, this engineering firm not only filled the role but positioned itself for long-term growth.

If you’re struggling to recruit for specialised roles, consider adopting a similar strategy to ensure you find the perfect fit for your company.

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