Background
We were working with a Senior Project Engineer in Water Resources.
On paper, he had six years of practical experience. But behind that was a PhD, plus five years as a research assistant — all focused on water resources. He’d invested years of study (and money) into his career, but it wasn’t paying off. He felt he should be further ahead.
The Challenge
Most firms only looked at his practical years. They overlooked his potential.
Despite applying for Team Leader and Senior Project Manager roles, he couldn’t even secure interviews. His capabilities were well beyond his CV, but a résumé alone couldn’t tell that story.
Our Approach
We went beyond job ads. Instead of chasing roles he could apply for, we analysed our client base to find firms with the right growth trajectory — those who sometimes struggled to attract water resources talent and would recognise the value of investing in potential.
One firm stood out. They had $10m in backlog water projects, were in a hard-to-commute location, and were backed by a private equity group with big growth plans.
We picked up the phone. By walking their VP through the candidate’s skills, ambition, and research background, we reframed him as exactly the leader they needed.
The Results
He landed the role. Not just any role — a Division Leader position where he now leads projects, hires, and builds his own team.
And it came with a $30k pay rise.
