An organisation, sequenced.
Filling twenty roles is not twenty searches. The order matters, because the first hires shape the ones after them, and a team assembled out of sequence spends its first year correcting itself.
Plan
We build the org chart against your delivery schedule and agree the hiring sequence. Which seats must be filled before the others can be.
Map
One market map across the whole program rather than per role, so we are not approaching the same people five times with five different pitches.
Anchor hires
The leadership seats first. A project director or engineering manager in place early improves every hire that follows, because candidates want to know who they report to.
Waves
The remaining roles released in waves tied to your program, so headcount lands when the work does rather than months early.
Mobilise
Offers, notice periods, relocation and start dates coordinated across the group, with a single view of who lands when.
What a program engagement includes.
Scaled delivery, charged as a program rather than as a stack of separate placements. One point of contact, one cadence, one commercial arrangement.
Org design input
We have built these teams before and we will push back on a structure that will not work. Advice on shape and sequence is part of the engagement, not an extra.
One market map, program wide
Mapped once across every discipline in the program. It stops duplicate approaches and it shows you where the pipeline is genuinely thin.
Mobilisation coordination
Start dates, relocations and notice periods tracked across the whole group so your program plan reflects reality.
Integrated with your HR function
We work inside your process, your contracts and your onboarding. The candidate experience should feel like your company, not like an agency.
Scaled commercials
Program pricing rather than role by role fees. The structure is agreed up front against the headcount and the window.
Workforce planning support
Where the plan outruns the market, we say so early and work through the alternatives: sequence, scope, location, or contract cover for the peak.
For the briefs that are too big to run one at a time.
Project recruitment is permanent hiring at scale. If the requirement is a defined window rather than an organisation, contract recruitment is the better tool.
A good fit when
You are standing up a project team. A solar, BESS, wind or transmission build that needs a delivery organisation rather than a few hires.
You are entering a new market. First office in Australia or New Zealand, where the first ten hires define the business.
You are moving up in scale. Commercial and industrial to utility scale, or first time delivering as principal rather than subcontractor.
The sequence matters. Where getting the leadership right first changes who you can attract into everything underneath.
Probably not the right model when
The requirement is time boxed. A commissioning peak or an outage is a contract brief. Permanent headcount against a temporary need is expensive.
It is one seat. A single appointment, however senior, is executive search or contingent.
The program is not funded. We will map the market for you now, but mobilising a team against an unapproved budget is how people get let down.
You want CVs this week. A program engagement starts with planning. If you need someone on Monday, that is a different conversation.
Project recruitment, answered.
How many roles does it take to be a program?
Usually five or more against one project or one business. Below that, running them as separate contingent searches is normally cheaper for you and we will say so.
How is it priced?
As a program rather than per placement, agreed up front against the headcount, the disciplines and the window. It is almost always better value than the same roles filled individually.
Can you do permanent and contract in one program?
Yes, and most programs end up mixed. Leadership, engineering and commercial tend to be permanent. Commissioning, site supervision and HSE on a defined window usually run on contract through our contract model.
What if the project timeline moves?
It usually does. Waves get re sequenced rather than cancelled, and we will tell you which candidates can hold and which cannot. Honest communication at that point is what protects your reputation in a small market.
Do you work inside our HR process?
Yes. Your contracts, your onboarding, your systems. We adapt to the client rather than the other way round, because the candidate experience should feel like joining your company.
Can you staff a project in a regional location?
Yes, and that is where the planning earns its keep. Accommodation, travel, rotations and allowances have to be settled before the offers go out, not after someone declines.
Not the right shape for your brief?
Four models, and we will tell you honestly which one fits. Most clients end up using more than one of them over a relationship.
Executive Search
Retained process for the appointments that set the direction. Board, C suite, general management and functional leadership.
See how it worksContingent Recruitment
Pay on placement. Curated shortlists for mid to senior specialist roles, usually inside ten business days.
See how it worksContract Recruitment
Day rate and hourly rate contractors, and whole contract teams. Online timesheets, payroll funded by LUVI.
See how it works