In today’s highly competitive job market, attracting and retaining top talent is no easy task. Organisations across engineering , architecture , interior design , and urban and town planning are seeking innovative methods to secure the best candidates. One increasingly effective approach is retained recruitment —a model that fosters stronger partnerships, delivers better outcomes, and elevates the candidate experience. At Vivid Recruitment , we specialise in retained recruitment for architecture and interior design , engineering and planning roles across Australia. By combining deep industry knowledge with a tailored, consultative approach, we help clients and candidates achieve long-term success. What is Retained Recruitment? Retained recruitment is a premium hiring service where a client engages a recruitment agency exclusively to fill a role, paying an upfront fee for a dedicated search. Unlike contingent recruitment—where multiple agencies compete and only get paid when a candidate is placed—retained recruitment ensures total focus, commitment, and strategic alignment. With Vivid Recruitment, retained recruitment means: A dedicated recruitment partner with expertise in engineering, architecture, interior design, and planning. A bespoke hiring strategy aligned with your business goals. End-to-end support , from market insights to placement. Benefits for Clients Dedicated Focus and Expertise When partnering with Vivid Recruitment on a retained basis, clients gain access to specialist recruiters who understand the nuances of the architecture, engineering, design, and planning industries. Our team knows the skills, qualifications, and cultural fit required for each role—delivering results faster and more effectively. Quality Over Quantity We prioritise quality candidates over sheer volume. Each professional is thoroughly vetted, ensuring clients only meet the best possible matches. This reduces the risk of bad hires and streamlines the recruitment process. Comprehensive Market Insights Vivid Recruitment equips clients with up-to-date market intelligence, including salary benchmarks, competitor activity, and hiring trends. These insights empower businesses to make informed decisions and remain competitive in attracting top-tier talent. Enhanced Candidate Experience Candidates engaged through retained recruitment enjoy a seamless, professional process with clear communication and feedback. This reflects positively on your employer brand and positions your organisation as an employer of choice. Long-Term Partnerships Working with Vivid Recruitment on a retained basis builds long-lasting trust. We take the time to understand your culture, values, and growth trajectory—making each hire more aligned with your business vision. Benefits for Candidates Candidates benefit just as much from retained recruitment: Clear and consistent communication from our dedicated consultants. Access to exclusive opportunities , including roles not publicly advertised. Personalised career guidance , from CV optimisation to interview preparation. A perception of working with employers who are committed to finding the right fit—not just filling a role. By partnering with Vivid Recruitment, candidates gain a trusted advocate who champions their career journey across the engineering , architecture , design , and planning sectors . Benefits for Recruiters For recruiters at Vivid Recruitment, retained recruitment provides the foundation for stronger, more impactful partnerships: Stability and focus through an upfront fee structure. Higher job satisfaction , as we invest in quality candidate searches. Deeper client relationships , positioning us as trusted advisors. Enhanced reputation as industry specialists in retained recruitment. Why Choose Vivid Recruitment for Retained Recruitment? As experts in engineering, architecture, interior design, and town planning recruitment, we understand the skills shortage challenges facing these industries. Our retained recruitment service provides the strategic edge organisations need to secure high-calibre professionals. Whether you’re a global consultancy, design studio, or local council , Vivid Recruitment has the expertise and network to connect you with the right talent—quickly, effectively, and with a personalised touch. Conclusion Retained recruitment is more than a hiring strategy—it’s a long-term investment in your organisation’s success. By partnering with Vivid Recruitment, you gain access to industry specialists, exclusive candidate networks, and market-leading insights across architecture, engineering, interior design, and planning . In a market where talent is the ultimate differentiator, retained recruitment ensures you attract the best professionals while elevating the candidate experience and strengthening your employer brand. Ready to secure your next key hire with confidence? Contact Vivid Recruitment today to discuss how retained recruitment can transform your hiring strategy. Contact the Team Looking for a new hire? Get in touch with our guys to help you out. Contact: Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture, Design, Planning - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!

If you ask an engineer where it all began, there’s a fair chance their story involves a mountain of brightly coloured bricks, a living room floor, and a wild ambition to build the tallest tower ever (only to watch it collapse spectacularly). That’s the magic of Lego — and why engineers never really grow out of it. Because whether you’re designing bridges, stress-testing materials, or creating complex systems, Lego captures the very heart of engineering : construct, deconstruct, problem-solve, repeat. 1. Design & Planning: From Instructions to Innovation Remember those little instruction booklets that came with Lego sets? Neat diagrams, clear steps, and a promised outcome at the end. They’re not unlike engineering drawings and CAD plans — except in real life, things don’t always fit together as neatly as the manual suggests. Engineers know that a design is just the beginning. The real challenge (and fun) lies in adapting when pieces don’t behave as expected. 2. Trial, Error, Collapse… and Try Again Every engineer has lived through the heartbreak of a Lego tower toppling over. But that’s the best lesson of all: failure isn’t the end, it’s part of the process. Just like prototyping or stress-testing a material, Lego teaches persistence. Collapse? Rebuild. Wrong piece? Swap it. Over-engineered monstrosity? Strip it back. The cycle of iteration is as essential in Lego as it is in engineering projects worth millions. 3. Creativity Without Limits A Lego kit might come with instructions, but true engineers know the fun really begins when you throw the manual away. That’s when a pirate ship becomes a space station, and a car becomes an aircraft (with questionable aerodynamics). Engineering thrives on the same principle: innovation comes from bending the rules, trying new combinations, and pushing boundaries. 4. Collaboration Builds Better No great Lego city is built by one person alone — unless you’ve got a lot of spare weekends and a very forgiving partner. Engineering, like Lego, is about collaboration. Structures stand taller and systems run smoother when ideas, skills, and perspectives are shared. It’s not just about having bricks — it’s about how you bring them together. 5. Scaling Up: From Coffee Table to Skyline Sure, that Lego bridge on your desk won’t carry a truckload of concrete, but the same principles apply. From load distribution and weight tolerance to structural integrity, engineers use the very same thinking that Lego once trained into their childhood brains. It’s a reminder that small beginnings can scale into monumental outcomes. The Recruitment Connection: Finding the Missing Piece Whether you’re building Lego or leading an engineering project, success depends on having the right pieces in the right place. At Vivid Recruitment , we like to think of ourselves as the connector between those scattered bricks and the masterpiece you’re trying to build. We help engineering firms find the missing parts of their team — from graduate engineers to senior leaders — so that projects aren’t just built, but built brilliantly. Because even the most creative design falls flat if you’re missing that one crucial brick. Final Thought Lego isn’t just a toy. It’s the perfect metaphor for what engineers do every day: imagine, design, test, fail, rebuild, and ultimately, create something extraordinary. So next time you find yourself with a pile of Lego bricks, don’t dismiss it as child’s play. It’s engineering in its purest, most joyful form. Contact the Team Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture & Design - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!

Starting a new job is exciting – and let’s be honest, a little terrifying. For your new hire, those first few days are when they’re deciding if they’ve made the right move. Unfortunately, we’ve seen too many brilliant candidates join a business, only to spend their first week lost, lonely, or wondering if they’ve signed up for the wrong gig. Sometimes the manager’s on holiday. Sometimes IT hasn’t set up their logins. Sometimes no one even knows they’re starting that day. Whatever the reason, it’s not exactly the warm welcome they were hoping for. Here’s the thing: in today’s market, great candidates are in high demand across Architecture and Interior Design Jobs , Engineering Jobs , and Urban and Town Planning Jobs . With competition heating up, the way you welcome your new hire can be the difference between keeping them and losing them before they’ve even unpacked their coffee mug. Remember: probation isn’t just for employers. It’s also a “get out of jail free” card for candidates. If they’re not feeling the love, they can just as easily walk away. And in a candidate-short market, that’s a risk you don’t want to take. The good news? Creating a great first impression doesn’t require a red carpet or a champagne tower. It’s about being organised, being human, and showing your new hire they matter. Here are three simple ways to get it right: 1. The human touch counts A quick team lunch, coffee run, or even a walk to grab a sandwich helps break the ice. It shows your new starter they’re not just filling a seat – they’re joining a team. 2. Onboarding: more than HR videos Have a clear first-week plan. Training, inductions, introductions – whatever’s relevant, make sure it’s scheduled and communicated. If your new hire spends the whole week watching compliance videos and refreshing LinkedIn , you’ve missed the mark. 3. Communication is everything Let the team know who’s starting, what their role is, and when they’re arriving. Better yet, ensure that people are present to welcome them, answer questions, and help them feel part of the group from the start. Why this matters When you invest in making new hires feel welcome, you’re not just ticking boxes. You’re showing candidates that they’ve joined a business that values its people – and that goes a long way in industries like Engineering Recruitment , Architecture and Interior Design Recruitment , and Urban and Town Planning Recruitment . At Vivid Recruitment, we know a great candidate experience doesn’t end when the contract is signed. A thoughtful first week can boost retention, improve engagement, and set the tone for a strong working relationship – and that’s what keeps the best talent around. The Vivid 3-Step First Week Fix ✅ Here's our handy checklist to ensure your new hires feel welcome from day one. ✔️ Plan a proper welcome – Coffee, lunch, or something simple to break the ice. ✔️ Map out onboarding – Clear schedule, not just HR videos. ✔️ Communicate with the team – Make sure everyone knows who’s starting and when. It’s not rocket science, but it makes all the difference.

Salary reviews. Two little words that can spark excitement, dread, or even a cold sweat depending on where you’re sitting. Some professionals in Architecture and Engineering may have already had their 2025 salary review, while others are still waiting for that conversation to roll around. But here’s the reality: talking about money isn’t always easy. Asking for more can feel uncomfortable. And sometimes, even if you’ve done everything right, a salary increase simply isn’t on the table. So, how do you navigate this tricky territory without damaging your relationship with your employer - or worse, feeling undervalued? Let’s break it down. 1. Preparing for the Salary Conversation Like most things in this industry, preparation is key. Walking into a salary review armed with evidence will help shift the conversation from “I want” to “Here’s why I deserve.” Document your contributions: Keep track of the projects you’ve delivered, the clients you’ve kept happy, the responsibilities you’ve stepped up to, and the results you’ve achieved. In Architecture and Engineering, tangible project outcomes matter. Know your market value: Salary benchmarking is critical. Tools like Vivid Recruitment’s 2025 Salary Guide can help you understand what others in similar roles are earning across Architecture & Design , Engineering and Planning . Be realistic: Align your expectations with your level of experience, seniority, and the current market conditions. 2. Timing is Everything Not all moments are created equal when it comes to negotiating salary. Performance reviews or post-project milestones are perfect opportunities to raise the discussion - your achievements are fresh in mind. Avoid downturns: If your firm is navigating budget cuts, redundancies, or economic uncertainty, consider delaying your request. 3. Handling the “No” Sometimes the answer won’t be what you hoped for. That doesn’t have to be the end of the conversation. Ask for feedback: Find out what areas you need to develop to be considered for a raise in the future. Set a timeline: Agree on when the conversation can be revisited. And here’s the important bit - if a pay rise isn’t possible, you can still negotiate other forms of value. What else can you ask for? Work–Life Balance Perks Reduced hours for the same pay (e.g. a 9-day fortnight). Extra annual leave (or the ability to purchase additional leave). Flexible hours or hybrid work-from-home arrangements. Career Development & Growth Paid training and certifications. Conference attendance (local or international). Mentorship or leadership opportunities. A clear career progression pathway with timelines and targets. Financial & Lifestyle Benefits Performance-based bonus schemes. Increased super contributions. Professional membership fees covered ( AIA , Engineers Australia , etc.). Health and wellbeing perks (gym membership, EAP programs, wellness allowance). Technology allowance (home office setup, phone, laptop). Recognition & Role Adjustments A title change or promotion to reflect your responsibilities. More autonomy on projects or leadership opportunities. Secondments or transfers to other offices (where available). Sometimes these benefits can add far more to your lifestyle and long-term career than a modest salary bump. At the end of the day, if you consistently feel undervalued and under-rewarded, the likelihood is you’ll start looking elsewhere—and employers should be mindful of that. 4. Salary Negotiation Tips for Success When you’re in the room, confidence and professionalism go a long way. Do: Stay calm, constructive, and focused on your value. Be open to alternatives (benefits, training, flexibility). Express gratitude for the discussion, regardless of the outcome. Don’t: Make ultimatums (“Give me X or I walk”). Compare yourself directly to colleagues. Let emotions take over—stick to facts. 5. Retention Beyond the Paycheck For employers , the salary conversation is just one piece of the puzzle. Retaining top Architecture and Engineering talent requires more than pay rises. Culture, recognition, growth opportunities, and genuine flexibility are what make professionals feel valued in the long run. An engaged, supported team will deliver far more than a few extra dollars on a payslip ever could. Final Word Salary reviews can be nerve-wracking, but they don’t need to be a battlefield. Preparation, timing, and confidence are your best allies. If the pay rise doesn’t come, there are still plenty of ways to ensure you feel valued and supported. And if you don’t? Well, that’s often the clearest sign it’s time to explore new opportunities. At Vivid Recruitment, we’re here to help candidates navigate their careers with clarity—and to help employers retain and attract the best talent in Architecture and Engineering. Need advice on preparing for your next salary review or want insight into current market salaries? Get in touch with Lee or Nick for a confidential chat. Contact the Team Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture & Design - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!

Spring is here, the days are getting longer, and summer is on the horizon. For many of us, it’s been a long winter of dark mornings and busy workloads (though those up north may not have felt it quite so much). As the year-end rush looms, burnout often becomes an issue – and it’s something we all need to take seriously. This month also brings R U OK? Day (11 September) – a timely reminder to check in with colleagues, friends, and ourselves. Because while work will always be there tomorrow, your health can’t be put on hold. Too often, long nights, early mornings, and constant busyness are worn like a badge of honour. But overworking isn’t resilience – it’s a fast track to burnout. Building Your Own Burnout Toolkit Managing stress and protecting your wellbeing isn’t about big, dramatic changes. Often, it’s the small, consistent actions that make the biggest difference. Here are some ideas you can try: Long walks (fur child in tow if you’ve got one – they’re the perfect excuse to step away from the laptop) Blocking out weekends for proper downtime – “do nothing” days included Planning little getaways, even if it’s just a change of scenery for a couple of days Setting a hard finish time each evening – no sneaky emails once the tools are down That also means putting the phone and social media away – ideally at least two hours before bedtime Getting comfortable with saying “no” when the calendar (or your energy levels) say otherwise Trying pilates or another movement practice that helps you reset physically and mentally Building a short daily ritual – like journaling, meditation, or reading – to signal the switch from work mode to home mode The point isn’t to do them all – it’s about finding what works for you and sticking with it. Here’s an important perspective to keep in mind: If something happened to you, your workplace would replace you in a heartbeat. Your family, friends, and loved ones can’t. Spotting the Signs of Burnout in Others Burnout isn’t always obvious. According to R U OK?, if you’ve noticed two or more of these changes in someone over the past fortnight, they might need extra support: Physical changes – looking unusually tired, frequent illness, headaches, changes in appetite, drinking more than usual. Mood changes – more irritable, anxious, overwhelmed, or snapping quicker than usual. Behavioural changes – withdrawing from others, losing interest in hobbies, struggling to focus, or avoiding social situations. Shifts in thinking – focusing on the negative, assuming the worst, or expressing irrational thoughts. If these red flags sound familiar, it may be time to check in. A simple, genuine “Are you okay?” can sometimes open the door to a much-needed conversation. Checking In – With Others and Yourself As we move into the final stretch of the year, remember: protecting your health and wellbeing isn’t selfish – it’s essential. Whether that means slowing down, saying no, or setting boundaries, the small steps you take now will make a big difference to how you finish the year. At Vivid Recruitment , we see firsthand how demanding the Architecture and Engineering industries can be. But we also know that the best work comes from people who are supported, balanced, and able to bring their best selves to the job. So this September (and beyond), check in on your colleagues, your mates, and yourself. Work can wait. Your health won’t. Helpful Resources R U OK? Day – 11 September is an important reminder to start conversations that could make a real difference. Their website has excellent tools, conversation starters, and guides on how to support someone who might be struggling: www.ruok.org.au Other helpful resources include: Beyond Blue – support for anxiety, depression, and mental health: www.beyondblue.org.au Lifeline – 24/7 crisis support and suicide prevention services: 13 11 14 | www.lifeline.org.au Headspace – support for young people and their families: www.headspace.org.au If you or someone you know needs support, reaching out is the first step.

Job interviews. The phrase alone can send even the most confident Architect or Engineer into a mild panic. Whether you’re a Graduate Interior Designer or a Senior Urban Planner, interviews are your chance to show potential employers not just what you’ve done, but how you think, problem-solve, and communicate. At Vivid Recruitment , we know that interview preparation is one of the most common pain points for candidates in Architecture, Interior Design , Urban Design & Planning , and Engineering . That’s why we’ve put together this practical guide—covering what to do before, during, and after your interview—with tips on how to structure your answers using the STAR technique. Before the Interview: Do Your Homework Think of preparation as laying the foundations of a great design project—without it, things can fall apart quickly. Research the firm : Review their portfolio, recent projects, and design ethos. If you’re an Architect interviewing for a multi-residential practice, know their signature style. If you’re an Engineer, be across their latest infrastructure or building services projects. Know the role : Go beyond the job description. Think about how your skills align with the requirements and where you can add extra value. Prepare your portfolio : For Architects and Interior Designers, ensure your portfolio is curated, project-focused, and tailored to the firm. For Engineers and Planners, bring along project sheets or visuals that clearly show your technical expertise. Practice STAR answers : Many interviewers ask competency-based questions (“Tell me about a time when…”). The STAR method helps you keep answers concise and impactful (see below). During the Interview: Present Your Best Self This is where preparation meets performance. First impressions matter : Arrive on time, dress professionally (bonus points for aligning with the firm’s culture), and bring copies of your CV/portfolio. Showcase your passion : Whether it’s sustainable design in Urban Planning or innovative mechanical solutions in Engineering, let your enthusiasm shine. Use STAR for behavioural questions : S – Situation : Briefly set the scene (the project, client, or challenge). T – Task : Explain your role and responsibility. A – Action : Detail the steps you took to solve the problem. R – Result : Highlight the positive outcome—on time, under budget, design award, happy client, smoother approvals, etc. Example: “In my last role as a Project Architect, we had a client change scope mid-project (Situation). I was responsible for managing design changes and ensuring project continuity (Task). I coordinated with consultants, updated documentation, and presented revised concepts within two weeks (Action). The client was thrilled with the outcome, and the project stayed on schedule (Result).” Ask smart questions : Employers love when candidates ask insightful questions about projects, culture, or career progression. Skip generic “What’s next?” questions—show curiosity about how you can contribute. After the Interview: Keep the Momentum Don’t drop the ball once you’ve left the room. Follow up : Send a thank-you email within 24 hours, reiterating your interest and referencing something specific from the conversation. Reflect : What went well? Where could you improve? Each interview is a chance to refine your technique. Stay connected with your recruiter : At Vivid Recruitment, we’ll give you honest feedback and guide you through the next steps in the process. Final Thoughts Interviewing in Architecture, Interior Design, Urban Design & Planning, and Engineering can feel daunting, but with the right preparation, structure, and follow-up, you’ll stand out as a confident, capable professional. Remember: your portfolio and CV may get you in the door, but it’s your communication, passion, and ability to connect with the interviewer that will land you the role. Looking for your next role in Architecture, Design, Planning, or Engineering? Vivid Recruitment partners with top firms across Australia. Get in touch today—we’ll help you not just prepare for interviews but secure the job that’s right for you. Contact the Team Looking for a new job? Get in touch with our guys to help you out. Contact: Nicholas Koop , Principal Recruitment Consultant, Engineering - 📲 0426 180 254 📧 nick@vividrecruitment.com.au Lee Stevens , Principal Recruitment Consultant, Architecture & Design - 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn and Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!

The engineering sector in Australia is evolving fast — with major infrastructure projects, renewable energy developments, and tech innovation driving strong demand for skilled engineers. But with the talent pool tightening, recruiting the right engineers has never been more challenging. Whether you're an employer struggling to find quality candidates or an engineer looking for your next role, this guide covers everything you need to know about engineering recruitment in Australia in 2025. Why Engineering Recruitment is Unique in Australia Engineering recruitment isn’t like filling any other job vacancy. Engineers often require specific technical skills, professional registrations (like Chartered status), and industry experience that vary by discipline. Plus, the right cultural fit is crucial for long-term success on complex projects. Australia’s diverse sectors — from civil infrastructure and mining to software and electrical engineering — all demand specialised knowledge. Understanding this complexity is key to successful recruitment. The Most In-Demand Engineering Roles in Australia for 2025 Here are the engineering disciplines where demand is booming: Civil Engineers: With infrastructure investment booming, civil engineers skilled in transport, water, and urban development are highly sought after. Structural Engineers: Designing safe and efficient buildings and bridges remains a core need. Electrical Engineers: Renewable energy projects and smart grids mean electrical engineers are in hot demand. Mechanical Engineers: From manufacturing to energy sectors, mechanical engineers keep industries running. Software Engineers: Digital transformation fuels demand for software and systems engineers. Environmental Engineers: Sustainability drives growth in environmental engineering roles. Employers across Australia — from Sydney and Melbourne to Brisbane and Perth — are competing for top talent in these areas. Common Challenges in Engineering Recruitment Australian employers face several challenges when recruiting engineers: Talent Shortage: A skills gap exists, especially for senior and specialist roles. High Competition: Large infrastructure projects attract multiple companies vying for the same candidates. Salary Expectations: Competitive salaries and benefits packages are crucial to attract candidates. Candidate Experience: Engineers value clear communication and respect during the hiring process. For candidates, navigating recruitment agencies, multiple interview rounds, and unclear job requirements can be frustrating. How to Attract and Retain Top Engineering Talent To stand out in the Australian engineering job market, employers should: Build a Strong Employer Brand : Highlight your company culture, values, and projects. Offer Flexibility: Remote and hybrid work options are increasingly important. Provide Career Development: Clear progression paths and training opportunities attract ambitious engineers. Competitive Compensation: Regularly benchmark salaries against industry standards. Engage Early: Keep candidates informed and respect their time throughout recruitment. Interview and Assessment Tips for Engineering Candidates If you’re hiring engineers or looking to be hired, keep these tips in mind: Technical Assessments: Use relevant, practical tasks to test skills rather than generic quizzes. Behavioural Interviews: Assess soft skills like teamwork, communication, and problem-solving. Cultural Fit: Ensure alignment with company values and project environments. Feedback: Provide timely, constructive feedback to all candidates. How a Specialist Recruitment Agency Can Help You in Australia Partnering with a recruitment agency specialising in engineering can save time and improve outcomes by: Accessing a Network of Qualified Candidates: Including passive candidates not actively applying. Market Insights: Advising on salary trends, skills in demand, and hiring strategies. Streamlining the Process: Managing interviews, offers, and candidate communication. Tailored Matches: Understanding your company needs to find candidates who fit technically and culturally. Quick Snapshot: Engineering Salary Trends in Australia (2025) Graduate Engineer: $65,000 – $80,000 Mid-Level Engineer (3-7 years): $90,000 – $120,000 Senior Engineer (7+ years): $130,000 – $180,000 Engineering Manager: $160,000 – $220,000+ Note: Salaries vary by location, sector, and company size. Conclusion: Ready to Find Your Next Engineering Star? Engineering recruitment in Australia is competitive — but with the right approach, you can attract and retain top talent to power your projects forward. If you’re an employer looking for expert support or an engineer ready for your next career move, get in touch with our team of specialised recruiters today. We know the Australian engineering market inside out and can help you connect with the best opportunities and candidates . Contact Nick If you would like to have a conversation about talent you need for your business or regarding your next career move, give Nick Koop a buzz or drop him a line via: 📲 0426 180 254 📧 nick@vividrecruitment.com.au You can also connect with Nick on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!

Hire or find skilled engineers with Vivid Recruitment – trusted engineering recruitment specialists in Melbourne, Brisbane, Sydney, and across Australia.

At Vivid Recruitment , we don’t just recruit for private sector architecture and engineering practices. We also work with Local Government authorities across Australia and New Zealand to help them find top talent for public sector roles – especially in town planning , urban design , recreation and open space planning , and community development . Whether it’s helping councils shape greener suburbs, roll out housing strategies, or manage sustainable precincts, we bring our deep industry expertise and national reach to local government recruitment . Why Local Government Needs Specialist Planning Recruiters Local Government plays a critical role in shaping our cities, towns and regions. Councils are responsible for: Town planning and land-use strategy Statutory planning and development approvals Urban regeneration and placemaking Infrastructure upgrades and delivery Recreation and open space planning Environmental and heritage conservation To deliver on these objectives, councils need skilled and passionate professionals – especially Town Planners , Urban Planners , Strategic Planners , and Open Space Officers – who understand the unique demands of working in a regulatory and community-facing environment. That’s where Vivid Recruitment steps in. Our Expertise in Local Government Town Planning Recruitment We understand that recruiting for public sector planning roles requires more than just a great CV. Local Government employers need candidates who align with council values , can navigate statutory frameworks , and are committed to delivering community outcomes. Our team works with metro, regional and rural councils across Australia and New Zealand to provide support with: Permanent and fixed-term planning appointments Contract and project-based roles Short-notice or hard-to-fill positions Specialist advisory or technical planning roles Recent placements include: Town Planners (Junior to Senior) Strategic Planners & Statutory Planners Urban Designers & Landscape Architects Recreation and Open Space Planners Planning Managers & Coordinators Heritage and Environmental Advisors Whether it's for growth area planning, coastal policy, or inner-city urban renewal, we can help you find the right professional. Why Choose Vivid for Local Government Urban and Town Planning Recruitment? Our team brings industry insight, speed and authenticity to every search. We understand that councils are balancing compliance , community consultation , and long-term vision , often with limited resources and high public expectations. Here’s how we stand out : We know planning – With backgrounds in design, engineering, and planning recruitment, we speak your language. We know government – We understand government-grade structures, selection criteria, and council culture. We know people – Our candidate network spans across Australia and New Zealand, from emerging planners to seasoned policy professionals. We’re flexible – Whether it’s a senior appointment or a three-month contract, we can deliver quickly. We’re passionate about better cities – Like our clients, we believe in building stronger, more sustainable communities. Let’s Build Better Places, Together From local development assessments to major regional strategies, town planning is a cornerstone of good governance. As demand for housing, climate action, and infrastructure grows, councils need the right planning talent to meet today’s needs and plan for tomorrow. Vivid Recruitment is here to help you find those people. Let’s partner on your next hire—whether you need a Town Planner , a Recreation & Open Space Specialist , or a Manager of Urban Strategy . Contact us Need help with your Architecture & Interior Design and Urban Design & Planning Recruitment, get in touch with our Director and Recruitment Specialist, Lee Stevens . Lee's details: 📲 0406 470 020 📧 lee@vividrecruitment.com.au You can also connect with Lee on LinkedIn or follow the Vivid Recruitment LinkedIn page for more industry insights, news, jobs and general chit chat and tips!