An experienced project architect working at a mid-sized NYC firm felt boxed in. Despite managing complex mixed-use projects, they weren’t being considered for studio leadership roles. They were looking for a firm that valued initiative, offered mentorship opportunities, and supported long-term growth.
We introduced them to a larger firm expanding its urban design studio. The role wasn’t listed publicly and involved overseeing a team, mentoring junior architects, and owning full lifecycle delivery on high-visibility commercial projects. It was the next-level leadership role the candidate had been looking for.
Step 1: Pick Your Path
After a discovery call, we aligned the candidate’s leadership goals with a firm looking to grow its studio leadership bench. The opportunity ticked every box: team oversight, visibility, and a say in design direction.
Step 2: Get Hired
We refined their portfolio to highlight team wins and design impact, coached them through high-level interviews, and coordinated directly with the hiring principal. The candidate was offered the role just six weeks after our initial call.
Step 3: Own Your Future
Today, they lead a project team delivering complex commercial builds in Manhattan. They’re mentoring younger staff, influencing firm-wide design standards, and finally building the legacy they envisioned for their career.
A senior structural engineer licensed in multiple states was seeking a role with more strategic impact. They wanted to move beyond external consulting and into a position where they could lead a function, shape internal systems, and collaborate directly with design and leadership teams.
We presented a confidential opportunity with a design-build firm planning to bring structural engineering in-house. The firm had been spending $50K per project outsourcing calculations—costly, slow, and disconnected from their design workflow. The candidate saw a clear chance to build a department from scratch and deliver immediate value.
After a strategy call, we aligned the candidate’s leadership goals with the firm’s plan to centralize structural engineering. The fit was clear: they wanted someone to lead the transition, and the candidate wanted ownership and team-building responsibility.
We coordinated resume refinement, interview prep, and direct conversations with firm leadership. The candidate was hired in four months as the first internal structural engineer, with a second mid-level hire joining shortly after to support delivery and growth.
Now in the role, the candidate leads the structural team, improves project turnaround, and directly contributes to cost savings and workflow efficiency. They’ve transitioned from being an outsourced specialist to owning the department and shaping the firm’s future.
An environmental scientist with experience in coastal permitting and marine assessments was looking to move into a role with greater scale and impact. They wanted to shift from smaller, land-based projects into the offshore wind sector, where their technical skills and regulatory knowledge could contribute to major national energy goals.
We introduced them to a Tier 1 environmental consulting firm working on offshore wind farms across the Mid-Atlantic. The company was growing fast and needed specialists with regulatory expertise in permitting, coastal science, and multi-state compliance. The opportunity offered a fully remote setup, cross-functional collaboration, and career progression tied to the expansion of offshore infrastructure.
Step 1: Pick Your Path
During our strategy call, we learned they were eager to move into renewables but hadn’t found a way to break in. We presented the offshore opportunity and discussed how their experience aligned with the firm’s high-priority needs.
Step 2: Get Hired
We worked closely to update their resume for the wind and marine sector, prepped them for compliance-focused interviews, and supported alignment on expectations. They were offered the position just weeks later.
Step 3: Own Your Future
They are now part of a nationally recognized permitting team, shaping offshore wind development and influencing multi-state policy adherence—finally doing the kind of work they had envisioned at the scale they wanted.
A seasoned construction project manager with extensive experience in commercial and institutional builds was ready for a more challenging environment. They were looking to work on technically complex projects with high visibility, but struggled to find opportunities that offered both scale and long-term career growth.
We introduced them to one of the largest general contractors in the New England region, known for its leadership in life sciences construction. The firm was expanding its project management team to support several high-stakes lab and research facility builds. The role offered direct impact on technical delivery, cross-team collaboration, and a clear path to senior leadership.
Pick Your Path
In our initial consultation, the candidate shared their desire to move into more sophisticated project environments. We aligned their goals with a life sciences project management role that demanded precision, coordination, and strategic planning at scale.
Get Hired
We positioned their resume to highlight experience managing complex stakeholder groups and GMP environments, coached them through technical interviews, and facilitated direct communication with senior leaders. They received an offer within a month.
Own Your Future
They are now leading the construction of a multimillion-dollar research facility, working closely with biotech clients, design teams, and executive leadership. With access to mentorship and long-range planning, they’ve stepped into a role that challenges them and sets the stage for upward mobility.
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