Find Permanent Engineers
The best technology and engineering professionals aren’t on job boards, they’re moving through trusted circles, Slack channels, and meetups. That’s exactly where we are too. Our senior specialists don’t just recruit for technical skills, they assess collaborative mindset, problem-solving approach, and cultural fit — because we know the difference between a hire that lasts three months and one that lasts three years.
Source Contractor Specialists
When a project can’t wait, you need a recruiter who already knows who’s available, who’s capable, and who’ll deliver from day one. We’re active members of the tech and engineering communities we recruit for with our contractor network built on real relationships. When you need to scale fast or fill a specialist gap, you’re getting contractors we genuinely know and would vouch for, pre-vetted and ready to go.
Executive Search
A wrong leadership hire doesn’t just cost a salary, it costs momentum, culture, and the trust of the people you’re trying to keep. Because we’re embedded in the community, we have visibility into the leaders others overlook: the ones who aren’t actively looking but would move for the right opportunity and the right conversation. Every search is mapped, confidential, and thorough, led by our managing director, Linda Apostolidis.
The Real Cost of “Close Enough”
Projects stall
Critical assets sit idle and budgets blow out while the right engineer remains unfilled.
Resumes pile up
Your inbox is flooded by generalist recruiters who don’t know the difference between a drafter and a design engineer.
Safety gets compromised
Candidates who lack the certifications your site demands introduce compliance risks you can’t afford.
Interviews go nowhere
Weeks disappear screening project managers who’ve never set foot on site.
Turnover bleeds budget.
Matching keywords instead of cultural fit means a hire that lasts months, not years and you’re back at square one.
Engineering’s real bottleneck isn’t a lack of talent
The constraint in engineering isn’t a shortage of talent. It’s the cost of employing people, the difficulty of getting them to remote project sites, and the share of the week now lost to compliance.
With around 34,000 new Hunter roles forecast over five years and a national shortfall of roughly 200,000 engineers projected by 2040, the pressure is only building. We resource this the way it needs to be resourced (permanent, contract, and phased) so remote and compliance-heavy work gets covered without over-committing headcount.
With around 34,000 new Hunter roles forecast over five years and a national shortfall of roughly 200,000 engineers projected by 2040, the pressure is only building. We resource this the way it needs to be resourced (permanent, contract, and phased) so remote and compliance-heavy work gets covered without over-committing headcount.
- Two of the top transition barriers are finding qualified candidates and getting them to site
- Half of engineers are spending 40-60% of their week on compliance, not engineering
- The hardest roles to fill are all transition skills: control systems (PLC/SCADA), battery and energy storage, and renewables design
Testimonials
-
JochenEmployerVery happy with Melinda’s work. She is knowledgable, responsive and easy to deal with.
-
StephanieCandidateOutstanding experience from start to finish. Mel maintained clear, consistent communication at every stage, always keeping me informed and prepared. She provided detailed, helpful information that made the process smooth and stress-free, and was always available to answer questions or offer guidance. Her professionalism, transparency, and genuine support made a real difference, and I felt confident and well looked after throughout the entire journey.
Numbers backed by relationships, not algorithms
95%
12-month retention
90+
Placements in past 12 months
11+
Years average recruiter experience
86%
Returning clients
The Insider Edge in Action
Renewables Scale-Up
The Challenge: A rapidly growing renewables company faced a “hard to fill” gap for embedded engineers critical for immediate delivery and future project pipeline.
Our Insider Edge: Leveraging our engineering networks, we bypassed standard job boards to tap into our passive talent pool of engineers who weren’t actively searching but were ready for the right challenge.
Result: Two specialist engineers placed, one to meet immediate needs and a second to future-proof their pipeline.
Our Insider Edge: Leveraging our engineering networks, we bypassed standard job boards to tap into our passive talent pool of engineers who weren’t actively searching but were ready for the right challenge.
Result: Two specialist engineers placed, one to meet immediate needs and a second to future-proof their pipeline.
Major Infrastructure Project
The Challenge: A large-scale power infrastructure project required an entire project team to meet strict delivery milestones.
Our Insider Edge: We mobilised to strategically source talent both locally and interstate to curate a team that delivers.
Result: Fully operational project team delivered to meet high-stakes project demands without the ramp-up lag.
Our Insider Edge: We mobilised to strategically source talent both locally and interstate to curate a team that delivers.
Result: Fully operational project team delivered to meet high-stakes project demands without the ramp-up lag.
Building the world around us
From the mine site to the boardroom, we partner with you to source the precision your projects demand. We cover the full lifecycle of engineering recruitment from design and feasibility, to construction, commissioning, and asset management.
How We Build Together
Our approach to recruitment has been forged by years spent in the trenches of Australian industry. We aren’t a bridge you cross once, we are the foundation of your recruitment strategy.
Field-Tested Search
You won’t talk to a generalist who doesn’t know the first thing about the complexities of engineering. You’ll work with a senior recruiter who understands your sector whether it’s mining, renewables, manufacturing, or infrastructure. We understand the difference between specific engineering standards, CAD requirements, and site-based safety protocols.
Speed Without Compromise
Engineering projects run on tight schedules and finding your next engineer can’t wait. By maintaining always-on relationships across the engineering community, we deliver a curated shortlist of specialised candidates ready to mobilise.
The Invisible Talent Pool
The best engineers are on site, in the labs, or delivering projects, not scrolling job boards. We find them through industry bodies, site networks, and personal referrals you can only get from being deeply embedded in the engineering community.
Reduced Hiring Risk
Every placement is backed by a six-month guarantee. We screen for technical validity, appropriate certifications and cultural alignment to ensure your new hire lasts, saving you the cost of a bad hire.
Industries We Serve
Deep Expertise Across the Industries Shaping Australia’s Future
- Renewable Energy
- Infrastructure
- Mining & Resources
- Manufacturing
- Supply Chain
- Energy
Trusted by Australia’s leading tech innovators and enterprise powerhouses
Hiring With Confidence Starts With the Right Data
The NTP 2026-27 Market Insights & Salary Guide covers salary benchmarks, market trends, and hiring conditions across tech and engineering in Australia. Book a meeting with our team to walk through the findings and get the edge before your next hire.
Let’s Build Something Meaningful
Our team is ready to help scale your project team or navigate your next career move. Connect with a specialist who speaks your language.
We’d Love to Hear from You
We’re here to help in your career and land a new one! Speak to our specialists to get started.
James MacDonald
Director – Senior AI Roles
0427 107 796
Melinda Sietsma
Senior Recruiter – Engineering & Supply Chain
0400 867 058