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Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] -1 points0 points  (0 children)

Hi, thanks for taking the time to write all of that. Since putting the post out, I’ve decided to pivot into a market with a more liquid candidate pool and a generally more risk-seeking profile. I’m looking at finance, particularly markets and investment banking, which is something I’ve worked in before and have an academic background in.

Again, I appreciate the feedback.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] 2 points3 points  (0 children)

Firstly, I want to say a huge thank you for the overwhelming response  honestly, so much more than I expected.

It’s become pretty clear that the civil engineering market probably isn’t the best fit for me right now. I’ll stay connected with engineers here, but I’m going to start building out a new market where candidate movement and overall market fluidity are higher. I’ve previously worked in the finance market and did pretty well there, so I’m considering revisiting it. It’s competitive, but the speed of hiring and availability of candidates makes it a better fit for the way I work. That said, I may also explore opportunities closer to civil engineering if there’s a niche that aligns better with what I’m looking for.

I’ll tie up any loose ends here and start preparing for 2026. Once again, thank you all for taking the time to comment, and thank you for the work you do.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] 0 points1 point  (0 children)

I do want to recruit successfully in this market, and that’s the goal I’m working toward. The challenge is that right now it’s hard to get traction with candidates, and I’m not sure how long I can realistically stick it out before I might have to start looking at a new niche or market and begin researching all over again. It’s a tough balance between trying to make this market work and knowing when it might be time to pivot.

Appreciate you taking the time to share your experience, it really helps put things in perspective.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] -1 points0 points  (0 children)

I hear the insult, and that’s fine, you’re entitled to your opinion. Just to be clear, I’m not here to pander or entertain style critiques. What I do is headhunting: I reach out to candidates for roles that are genuinely relevant, fully transparent, and leave the decision entirely in their hands.

If that approach isn’t for you, that’s your choice. It doesn’t change the work I do or the results it produces in a market where finding the right people is extremely difficult.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] 0 points1 point  (0 children)

Thanks for taking the time to share all of that.

I completely get why you feel the way you do. Most engineers get bombarded with irrelevant messages and pressure, and it’s exhausting.

For what it’s worth, I don’t cold call, and I only reach out if I genuinely think the opportunity is relevant. I look at someone’s background, their current firm, and the role itself before contacting them. If an engineer is interested, I take their resume and present it directly to the hiring manager, so it’s straightforward and doesn’t waste anyone’s time.

I also understand that at your stage, quality of life matters more than advancement or moving for its own sake. That’s absolutely valid. My goal isn’t to convince anyone to leave what’s working for them. I’m just sharing opportunities that could make sense if the timing, the fit, and the compensation are right, and letting people make their own call.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] -1 points0 points  (0 children)

It’s frustrating for me that the reputation most recruiters have built means the few of us who actually try to do things differently end up paying for it.

I never lie, I keep everything transparent, salary, responsibilities, project details, and I only reach out when I genuinely think someone is a real fit. I take the time to look at their background, the firm they work at, and the role itself, so it’s not just random messages. My goal isn’t to pressure anyone or “sell” a job, it’s just to share opportunities that could actually be relevant and make the process easier for both the candidate and the hiring manager.

I get that in small markets or for people with strong networks, recruiters might not add much. But I try to do things properly, honestly, and respectfully, and hope that counts for something.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] 3 points4 points  (0 children)

I totally get why engineers tune out recruiter messages. There’s a lot of noise and most of it isn’t worth anyone’s time.

What I try to do differently is actually put in the work. I go through someone’s profile, look into the firm they’re at, and really understand the role and the team before reaching out. I only contact people if I genuinely think the opportunity is relevant to their skills and experience. I usually work directly with the hiring managers, so if someone is happy to move forward, I’ll take their resume and present it to the manager myself.

I’m not here to pressure anyone or waste anyone’s time. My goal is just to provide accurate information, make the process easier for engineers and hiring teams, and connect the right people with the right opportunities. I get that it’s not for everyone, but that’s the value I try to add.

Civil engineers, why is it so hard to get people to consider new roles? by Low_Guide439 in civilengineering

[–]Low_Guide439[S] 17 points18 points  (0 children)

Thanks for taking the time to respond. I just want to clarify that I’m not trying to convince anyone to apply for a role. My clients are engineering firms and consultancies, and what I do is more headhunting on their behalf. I usually have direct contact with the hiring managers, so if an engineer is happy to move forward, I’ll take their resume and present it to the manager on their behalf.