Usually, in a small to mid-sized consultancy, without profit share or promise of directorship, there isn’t much holding you there apart from loyalty.
Whilst you might have the perks of autonomy and fairly free reign to implement your own ways of doing things, you are capped at what you can achieve beyond this.
What's the alternative?
Expectation and Reward
- Bonuses and ownership based on realistic and achievable KPI’s, no expectation to develop new business in your first year.
- Instead you will focus on taking over existing relationships and networks from the Director who is scaling back.
- Consultancy with an already established employee share scheme
- Director actively implementing his succession plan, there is so much room to grow in your standing.
- Having moved to a sector leader model, they have created roles around technical excellence, like a key technical director for each area of expertise.
- Continuing to expand their multidisciplinary offering and building on industry reputation to do so.
- Don’t like to cap potential and are happy to sit down and discuss career aspirations from the outset to make it clear which direction you want to take and put the right measures in place to get you there.
- Make a point of being fairly selective in the Engineers they employ.
- Don’t like their quality to be dragged down, so the Engineers you have to work with will be the best of the best in the market.
- Variety of major development projects already on the books.
- They don’t rely on just the average land development and civil works for medium apartment buildings kicking around at the moment.
10+ years of Civil experience within New Zealand is expected, along with CPEng qualification.