The Importance of Project Management in Engineering Roles
Vivid Recruitment • December 16, 2024
In Australia’s engineering building services industry, delivering effective solutions isn’t just about technical expertise—it’s about bringing projects to life on time, within budget, and to exacting standards. This is where project management comes in, a skill that’s increasingly essential for engineers in this sector. Whether working on HVAC systems, electrical design, or fire safety solutions, understanding project management can elevate an engineer from a competent professional to a true leader.
1. Turning Concepts into Reality
Engineering building services projects often start as technical blueprints or innovative concepts. However, the journey from concept to reality involves managing budgets, timelines, resources, stakeholders, and risks. A solid foundation in project management enables engineers to translate complex goals into actionable tasks, ensuring that designs are executed successfully and meet Australian compliance standards.
2. Efficient Resource Utilisation
Building services projects rely on finite resources, such as skilled labour, materials, and cutting-edge technology. Project management helps engineers in this industry plan and allocate these resources effectively, reducing waste and maximising outcomes. This is particularly vital in Australia, where sustainable practices are increasingly prioritised in both commercial and residential developments.
3. Collaboration Across Teams
Engineering projects in building services rarely happen in isolation. Collaboration is key, often involving architects, mechanical engineers, electrical contractors, and developers. A project management mindset equips engineers with the skills to coordinate diverse teams, ensuring clear communication and alignment with shared objectives—especially crucial in large-scale Australian developments.
4. Managing Risks and Uncertainties
Unforeseen challenges—such as supply chain disruptions, design modifications, or regulatory changes—are inevitable in building services projects. Engineers with strong project management skills can anticipate and mitigate these risks, ensuring projects remain on track despite the complexities of the Australian market.
5. Meeting Client Expectations
Clients in Australia’s building services industry expect solutions that are not only technically sound but also delivered within strict timelines and budgets. Engineers who excel in project management ensure these expectations are met consistently, enhancing client satisfaction and securing repeat business.
6. Adapting to Industry Trends
The Australian engineering building services sector is rapidly evolving, with trends like smart building technologies, energy efficiency, and AI-driven systems shaping the industry. Engineers who can integrate these advancements into their projects—while managing timelines and budgets—are invaluable to modern developments.
7. Career Advancement Opportunities
For engineers in building services, project management is often the key to leadership roles, such as project engineers, engineering managers, and directors. In Australia, where demand for skilled professionals in this sector is high, developing these skills can open doors to exciting opportunities in both urban and regional markets.
How Vivid Recruitment Can Help
At Vivid Recruitment, we understand the unique demands of Australia’s engineering building services industry. Whether you’re an engineer looking to enhance your career or an organisation seeking top talent, we’re here to connect you with opportunities that value project management expertise. From insights into market trends to matching you with roles that fit your skillset, we ensure you stay ahead in this dynamic industry.
Ready to advance your engineering career in the Australian building services sector? Let’s make it happen together. Get in touch with us today to explore your options.
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 a buzz or drop him a line via:
📧 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!
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!
In today’s competitive job market, attracting top talent in the built environment industry—whether in architecture, engineering, design, or planning—requires more than a well-written job ad. With candidate shortages across Australia and increasing project demands, especially as we gear up for events like the 2032 Brisbane Olympics , it’s essential for employers to rethink how they hire. In this blog, we’ll explore the most effective strategies for attracting and retaining the best talent in 2025—and why working with a specialised recruitment agency like Vivid Recruitment gives you the edge. The Challenges Facing Employers in 2025 Employers in the architecture and engineering industries are navigating: A shortage of skilled professionals Higher candidate expectations (think flexibility, culture, purpose) Salary pressure and rising wage awards Delayed projects and increased competition for available talent In this climate, standing out as an employer of choice is no longer a “nice to have”—it’s a must. How to Attract the Right Candidates 1. Clear and Compelling Job Ads Your job ad is your first impression. Use clear role titles (e.g. Project Architect – Multi-Res, ArchiCAD) and make sure you include: Salary or at least a band (candidates want transparency) Tech stack or software used Project pipeline and team structure Flexibility or hybrid arrangements SEO tip: Use industry-relevant keywords in your job title and ad (e.g. Revit, Structural Engineer, Town Planner). 2. Showcase Your Employer Brand Great candidates are researching you as much as you’re researching them. Make sure your website, social media, and Glassdoor profile reflect your values and culture. Think: Office/studio images Staff stories or project wins Insights into what a day in the role might look like 3. Offer Flexibility Post-COVID, flexibility is king. Whether it’s hybrid work, flexible hours, or job-sharing— this is a make-or-break factor for many candidates, especially parents and caregivers. Why Partnering With a Recruitment Agency Works Recruitment agencies specialising in architecture, engineering, and design (hello 👋) know how to: Sell your story to top candidates Vet candidates for technical and cultural fit Streamline your hiring process , so you don’t miss out on great talent due to delays At Vivid Recruitment , we’ve built strong relationships with active and passive candidates—many of whom aren’t applying directly on Seek or LinkedIn. We know who’s looking (quietly) and who’s ready for their next move. Hiring in 2025? Here’s What You Need to Know Graduates are starting on $65,099 under the updated Architects Award as of 1 July 2025 Multi-residential and infrastructure projects are booming across NSW, VIC, and QLD Client-side Project Managers and Urban Planners are in especially high demand Diversity, equity and inclusion matter to today’s workforce—candidates want to see it in action, not just on your website Final Thoughts Whether you’re hiring an Interior Designer, Civil Engineer, Project Architect, or Studio Lead, the market in 2025 is candidate-driven—and that means employers need to be strategic, fast-moving, and flexible. Need help attracting great talent? Vivid Recruitment specialises in Architecture , Engineering , Design , and Planning roles across Australia. We don’t just send CVs—we partner with you to build your team for the long term. 📞 Get in Touch Looking to hire or ready for your next move? Contact us today to speak with one of our specialist consultants. 📧 info@vividrecruitment.com.au 🌏 www.vividrecruitment.com.au 📍 Melbourne | Brisbane | Ballarat | Sydney
In today’s hiring climate, it’s easy to blame the market when roles go unfilled. We hear it all the time — “There’s just no good talent out there.” But what if the problem isn’t the market… it’s the experience? Here’s the truth: even in a slower job market, great candidates are still saying “no thanks” — not to the job, but to the way it’s offered. At Vivid Recruitment, we work with talented Architects, Engineers, Designers and Planners every day. We hear what turns them off, what turns them on, and why even the best roles get ghosted. If you're struggling to land top-tier people, your hiring process might be doing more harm than good. Let’s dig into why — and how to fix it. The Red Flags in Your Hiring Process You might not even realise you’re doing it, but here are the big process mistakes that quietly kill candidate interest: 1. Ghosting After Interviews If you’ve taken the time to interview someone, they deserve a response — even if it’s a no. Silence sends a clear message: “We don’t value your time.” 2. Dragging Your Feet Taking too long to make a decision? Candidates move on. Even passive candidates can be snapped up elsewhere while you're still "reviewing internally." 3. Poor Interview Etiquette Late logins, distracted panel members, or vague interview questions leave candidates wondering if your team is disorganised — or disinterested. 4. No Feedback (or Generic Feedback) A simple, specific note (“We need more project delivery experience”) is 1000x more helpful than “not the right fit.” Candidates appreciate clarity. 5. One-Sided Conversations You’re interviewing them, but they’re also interviewing you. If you’re not selling your culture, projects, or pathway, they’ll move on to a firm that does. Candidates in 2025 Want More Than Just a Job Architecture and engineering professionals today are asking different questions: Will I be mentored here? Is this company aligned with my values? Can I work flexibly when I need to? Will I be respected, or just churned through? Even in a market where jobs are harder to come by, top talent has standards . A poor experience is a red flag — and many will walk away if it doesn’t feel right, regardless of salary. The Candidate Experience Checklist Here’s what firms who consistently hire great people tend to do right: Clear and realistic job briefs Timely, respectful communication throughout Thoughtful, well-structured interviews Enthusiastic sharing of culture, projects, and values Quick turnarounds on offers Smooth onboarding process with continued check-ins What Candidates Say (That You Might Not Hear) We hear this all the time: “I was excited about the role… until I met the team.” “The recruiter was great, but the company ghosted me.” “After two weeks of silence, I assumed they weren’t interested.” “It felt like they just wanted someone to fill a gap, not be part of the team.” Talent talks. And the best candidates? They share experiences across studios, disciplines, and social circles. If your process is clunky or cold, your reputation travels faster than you think. How to Improve Your Hiring Process – Today Assign one person to own the process from start to finish Work with a specialist recruiter (hi 👋) to refine the brief and align expectations Cut the fat from multi-stage interview processes Give feedback – fast, honest, and respectful Check in regularly post-offer to keep momentum and engagement up How Vivid Recruitment Helps Get It Right We’re more than just a CV delivery service. We: Help you write job briefs that attract the right people, not just anyone Prep candidates so interviews run smoothly, and expectations align Keep the momentum up with proactive communication Provide honest feedback both ways to avoid disconnects Protect your reputation with thoughtful candidate care Hiring is about more than filling seats. It’s about building trust, and we can help you get it right from the very first touchpoint. 📥 Bonus Download: “Candidate Experience Scorecard” Want to know how your hiring process really stacks up?
What You Need to Know About Hiring Trends in Architecture, Design, Planning & Engineering
And How a Specialist Recruitment Partner Can Fix It (And why ignoring salary reviews might cost you your best people) The 2025 Hiring Landscape: Cautious Optimism Meets Frustrated Talent Let’s be honest — hiring in 2025 is complicated. You’d think after the uncertainty of the last few years, we’d be in the clear. But for employers in architecture, design, planning and engineering, it’s still a mixed bag. The multi-residential market is showing signs of life (finally), but most studios are still waiting for the boom to hit. Tier 1 architecture practices are cautious. Tier 2 and 3 studios are hiring — slowly and strategically. Engineering firms are juggling lumpy pipelines, especially in commercial and building services. And while Olympic infrastructure is creating a buzz in Queensland, many employers are still operating with tight budgets and lean teams . In short: the market may favour employers on paper, but attracting and retaining quality candidates in 2025 is far from easy. Common Mistakes Employers Are Still Making At Vivid, we’re seeing a trend: hiring strategies that haven’t evolved with the times. Here are the most common missteps we’re seeing across the industry: Relying on ads and luck : Hoping that the perfect candidate will apply, without a clear talent strategy or outreach plan. Expecting top-tier talent with mid-tier salaries : Budgets are tight, sure — but expectations are still sky-high. Dragging out the process : Delayed interviews and slow feedback loops = lost candidates. Generic hiring : Internal teams mean well, but when your project needs a specific skillset or cultural fit , generic hiring just doesn’t cut it. Overlooking internal salary reviews : Assuming staff will stay just because they haven’t resigned — more on this below. You're Losing Staff — and You Don’t Even Know It Yet This is the big one. We’ve lost count of the number of candidates who have come to us in the past 6 months saying: “I’m not actively looking… but they haven’t spoken to me about a raise in over a year, and I know I could be earning more elsewhere.” Too many employers are ignoring salary reviews or putting them in the “too hard” basket, assuming that because it’s still an employer’s market, people will just wait. They won’t. Not in 2025. The cost of living still bites — employees are benchmarking their pay. They’re comparing notes with ex-colleagues, friends, recruiters. And most importantly: your competitors are making offers . When you fail to reward or engage your staff, you’re pushing them straight into someone else’s arms — usually ours. Review our current 2025/26 Salary Guide to help guide you with your reviews. Gatekeepers Are Blocking Your Talent — And You Might Not Even Know It We work with plenty of internal talent teams — and the good ones are gold. They know when to partner, when to push, and when to get out of the way. But in many cases, we’re seeing internal TAs or embedded recruiters who are actively limiting access to talent : Rigid processes Outdated screening criteria Poor candidate engagement And in some cases… ego. We’ve seen situations where a TA insists they know the market better than anyone — while great candidates are walking away due to poor communication or delays . Meanwhile, senior leadership remains unaware or unable to intervene, even as their hiring targets blow out by months. And don’t get us started on hiring a recruiter from an external agency just to sit in your inbox and forward applications. That’s not strategy — that’s admin. If you’re only seeing candidates who make it through one person’s personal filter, you’re missing out on the good ones. At Vivid, we offer access to a wider, trusted network — curated, not filtered. So, Why Partner with Vivid? Because we’re not just throwing CVs at your inbox. We’re: Architecture and engineering recruitment specialists — we speak your language. Plugged into the market — from entry-level grads to Associates and Studio Leaders. Offering real-time salary benchmarking and candidate feedback, so you can stay ahead. Supporting your internal team with recruitment insights and strategy , not just placements. Need a BIM Lead with Revit fluency and healthcare experience? We’ve got one. Want someone who can work across concept, documentation, and still hold their own with clients? We’ll tell you what that costs — and who’s available. Case Study #1: When Strategy Wins (Melbourne Studio) One of our recent clients — a mid-sized Melbourne studio — came to us with a problem. Their internal team had been trying to fill a Senior Designer role for three months. Great project pipeline, great team culture — but no bites. We refined the brief, advised them to tweak the salary package, and leveraged our network. Within two weeks, they had three shortlisted candidates. One offer made. One offer accepted. Candidate started a month later and is now leading two major projects. What changed? Strategy, insight, and market intelligence. Case Study #2: Growing Across State Lines (Brisbane Architecture Practice) Another client — a growing architecture practice based in Brisbane — came to us when they hit a wall trying to recruit locally. Despite offering strong projects and competitive salaries, the Queensland market was too tight , with multiple firms fishing in the same small talent pool. Instead of continuing to fight a losing battle, they made a bold decision: open a Melbourne satellite office and build a team there to support their Brisbane operations remotely . They partnered with us to: Source all initial hires in Melbourne (from project architects to team leads) Secure an office space to house the new team (yes, we went that far!) Continue building both their Melbourne presence and their Queensland teams It’s been a true example of recruitment as a long-term strategic partnership — not just a one-off transaction. Final Thought: The Cost of Getting It Wrong Every time you lose a good team member, or fail to fill a role on time, you’re absorbing hidden costs: Lost productivity. Low morale across the team. Project delivery delays. Damaged reputation in a tight-knit industry. A poor hiring strategy doesn’t just slow you down — it reflects back on your brand. Let’s not let it get that far. Need a hiring strategy that actually works? Whether you're actively recruiting or just starting to think about growth for FY25/26, let’s have a chat. We’ll show you how to attract (and keep) the right talent — even in a tricky market. Contact Vivid Recruitment | View Our Services Contact the Team Looking for a new hire? Get in touch with our guys to help you out. 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!