Industry Insights Report

T H E TO P C A R E E R T R E N D S S H A P I N G E N G I N E E R I N G &
I N F R A S T R U C T U R E AC R O S S N O R T H A M E R I C A
Contents
BY THE INDUSTRY, FOR THE INDUSTRY 3

HAPPY PROFESSIONALS 4

A LOOK AT THE TOP CAREER MOTIVATORS 4

THE FUTURE IS FLEXIBLE 4

CULTURE & CAREER DEVELOPMENT 6

FAVORABLE BENEFITS 9

RELOCATION HOTSPOTS 10

FOLLOWING THE TRAIL OF OPPORTUNITY 10

KEY TAKEAWAYS FOR FIRMS 12

KEY TAKEAWAYS FOR PROFESSIONALS 13

SUMMARY 14

ABOUT US 15
By the industry,
for the industry
In Engineering & Infrastructure, it’s never been more competitive
and more important to value your workforce, and be valued at work,
which is why as a top talent partner, we wanted to unearth just
what everyone was thinking.

Nearly 2,000 Engineering & Infrastructure professionals shared their

thoughts on the industry right now, covering relocation, growth, and
mobility, as well as compensation and flexible working, so we can all
best understand their sentiments.

Not only does this help us as a top talent partner to get to know
Engineering & Infrastructure professionals better, it also allows us to
educate companies looking to hire.

So whether you are interested in how to attract, retain and promote

top talent in Engineering & Infrastructure, or keen to find out as a
professional where your colleagues are relocating to for better career
opportunities, this report will be highly relevant to you.

Also featured is important coverage on the state of diversity.

LVI Associates Principal Consultant Sarah Davis discusses the
challenges hiring managers and job seekers face within engineering,
as well as how firms can attract female talent in a competitive
market, and the importance of retention.

There is also commentary throughout from our talent expert Dylan

Mather, AVP Strategic Client Advisor at LVI Associates, sharing his
insights on relocation hotspots and the motivations behind looking
for a new role.

INDUSTRY INSIGHTS REPORT 3

Happy professionals
A L O O K AT T H E T O P C A R E E R Top reasons our survey respondents would look for a new role
M O T I V AT O R S
64%
Unsurprisingly, higher compensation is the more compensation

most popular incentive, but the second most 30.5%

popular differed significantly depending on better work/life balance

industry specialism. While 64% of our 29.5%

flexible working
Engineering & Infrastructure survey
respondents said more compensation would
be the top reason they they would look for a While work/life balance and flexible working
new job, and a higher base salary was one of featured both in the top reasons you would
their top two factors to consider for a new role/ look for a new role, and as a top factor when
employer, scoring 45%, the other reasons were asked what would you most consider when
much more nuanced. looking for a new role/employer, it was an
unexpectedly even mix for a few other factors.
THE FUTURE IS FLEXIBLE This more varied response included leadership
and a good manager being of vital importance
In second place for the top reasons one would (26%), more responsibility and projects (25%),
look for a new job was a better work/life as well as work culture (26%) and good
balance. At LVI Associates we have feedback benefits (25%).
from working parents for example that find the
consulting environment challenging, with long Most considered when looking for a new role/employer
hours and high pressure on meeting difficult
deadlines. LVI Associates Principal Consultant 45%
higher base salary
Sarah Davis discusses the challenges hiring
managers and job seekers face within 33%
flexible working
engineering, as well as how firms can attract
female talent in a competitive market, and the 26%
good leadership/ a good manager
importance of retention.
26%
Sarah says: “Billability is steep and must be, work culture

so companies are profitable. We have heard 25%

first hand from female professionals that it’s more responsibilities/projects

very hard to get married, start a family, and 25%

then find balance. Some women feel like they good benefits

they’re letting their team down when kids

have doctors appointments or are sick.” Phaidon International’s VP, Strategic Client
Advisor, Dylan Mather, says:
Offering flexibility by being able to work
once kids are in bed is one example of how “When looking at the ‘push’ factors, we
companies can help employees balance weren’t surprised to see salary, work life
their hours outside of the traditional 9-5. And, balance, and work from home flexibility
flexible working came in third as a top reason come out on top. However, an interesting
to look for a new job. ‘pull’ factor revealed was the need for strong

4
INDUSTRY INSIGHTS REPORT 5
leadership and a good workplace culture. We software, project management and new DOT
sometimes get so caught up in the technical standards. Once the program is complete,
assessment and compensation grading they offer them a role within the firm, and if
of Engineering and Infrastructure talent, every organization did this with two people,
we forget to consider the human element. this could massively increase diversity, and
Ultimately, the reason people go to a new the overall talent pool.”
company is based on whether or not they can
see themselves liking the people they Firms can also provide scholarships at diverse
work with.” schools/within diverse student organizations
to support students studying in the fields
There is a clear indication that a more human- of engineering. There are opportunities to
led approach to work in this industry is collaborate with NSBE and other similar
generally required. In other words, a one-size- organizations in pre-college STEM initiatives to
fits-all approach simply won’t do the trick, and engage and encourage young talent earlier in
hiring managers through expert talent partners the game.
must know their market and the people within
Creating internship programs specifically for
it to ensure that both sets of requirements and
women and diverse talent could be really
values align when matching a candidate to
impactful as well. Visibility is key to doing this,
a company.
so think even further ahead, and when going
through college recruitment, have female
CULTURE & CAREER DEVELOPMENT
engineers and diverse candidates promote
With work culture and responsibilities ranking internships & STEM to inspire upcoming
so highly, above such factors as more equity, engineers.
it just demonstrates the sheer importance
Once someone is within a firm, it is just as
of enjoying your career. Engineering &
important to develop and retain them – our
Infrastructure is such a tight talent pool already,
survey results prove this. Promote them based
so if you’re not offering a decent culture, or
on performance above all else, allow more
the opportunity to take on new projects or
women to be involved in high level decisions,
responsibilities, as an employer you may be
and have diverse talent represented in all areas.
at risk of losing talent. For professionals, it’s
also critical you don’t stagnate yourself, and From the very start, culture needs to be front
put yourself out there to organizations who and center of selection processes as well. Firms
will offer you those key workplace factors you need to meet with a diverse slate of candidates,
consider vital. and be open to a candidate that does not tick
all of the boxes, but has a lot of potential and is
Sarah Davis has seen businesses improve
a great hire.
their diversity strategy in the US and make
the workplace a better place for female talent
in particular. To develop careers, companies
should consider launching a ‘reboot program’,
which Sarah explains:

“This helps women get back in work and

gives them training to become fulltime again.
It supports them with assistance on new

6
INDUSTRY INSIGHTS REPORT 7
8
 Sarah explains how culture can be misinterpreted:

“Hiring around a ‘cultural fit’ for some clients I work with can be
around ‘can this person be fun at happy hour?’, versus, ‘do they have
the same values and principals as us?’.

“You should hire someone based on how successful they can be in the
role, not on if you’re interested in being their friend or what would it be
like to grab a drink or play golf with them.

“If candidates can’t see it, sometimes they think they can’t be it. At LVI
Associates we had a great female engineering professional decline
having their resume sent over for a job because they couldn’t see any
female talent on any of the firms social media platforms.”

One way to tackle this is to have a diverse interview panel. To improve

workplace culture, ensure social events are also not unconsciously bias.
Having a positive, welcoming, and supportive culture helps people thrive.
Do this through strong benefits, flexibility, and painting a clear picture of
a pathway to the top. Welcome everyone, let people be themselves. Talk
to your employees and create a safe place so you’re hearing and learning
from them.

FAV O R A B L E B E N E F I T S

Indeed with good benefits creeping into the top factors to consider
when looking for a new role, at 25%, they are now a key decider in
whether talent takes up a role. Having a competitive salary and benefits
package and knowing what competitors are offering, as both a potential
employer and employee is crucial to the talent process nowadays.

“Health insurance, paid time off, primary and secondary caregiver leave
should be considered. I’ve had male candidates say no to companies
because of a lack of paternity benefits”, Sarah says.

Mentorship programs for less experienced talent in Engineering &

Infrastructure can be very helpful, so demonstrating the mentorship
programs upfront is attractive to others who know they can go to a
mentor for advice.

Getting work done is important, we know that. But so too is being a

parent, so allowing for flexibility is really important. Working from home
is still crucial, and not just for women. Most people say working in the
private sector is demanding, and working holidays and nights, most feel
that there’s not a lot of empathy for home life. Showing your employees
you care goes a long way, and acting on that empathy goes even further.

INDUSTRY INSIGHTS REPORT 9

Relocation
hotspots
FOLLOWING THE TRAIL OF
OPPORTUNITY

39% of Engineering & Infrastructure are open to the idea of moving. Florida and
professionals we spoke to in the US are willing Texas are consistently top choices for relocation,
to relocate for the right job that can nurture perhaps due to more manageable living costs
their range of needs. But where are the and warmer weather. And California’s large push
relocation hotspots? into alternative energy has resulted in the state
recently running on 100% renewable energy
Evidently, some talent is willing to relocate for for a period of time. Such achievements are a
the right job, providing their range of needs major attraction to talent keen to get involved in
can be met. With the cost of living increasing innovative and game changing projects.
and the rise in remote work, many individuals

Which state would you be most interested in relocating to?

4% 3%
WA S H I N G TO N OREGON 3.5%
TENNESSEE

6%
NORTH CAROLINA

2.7%
10%
SOUTH CAROLINA
CALIFORNIA

8%
COLORADO
2.5%
GEORGIA

10%
TEXAS 11%
FLORIDA

1 0
Dylan Mather says: It’s important to note here that the majority
of those surveyed lived in California, Texas,
“The top three locations chosen by our survey
Florida, Pennsylvania, and New York as well,
respondents aligned with our expectations.
and therefore results will naturally have some
Florida and Texas are consistently top
preferences and nuances.
choices for relocation based off the warmer
weather and low cost of living. We also With more people willing to relocate to states
tend to see many of our candidates’ older like Florida, Texas and California, we can also
relatives living in those states. On top of assume this may be in part to do with the
California’s preferable climate, the large push rise in remote work as more people prioritize
into alternative energy and e-mobility has access to nature and more spacious homes.
attracted a lot of engineers looking to work As with every other sector, Engineering &
on cutting edge projects. It was interesting Infrastructure professionals place a lot of
to see North Carolina make it into the top importance on flexible working and the option
five over Illinois and Washington DC, and is to work from home when considering a new
likely attributed to the rapid development of opportunity. 82% of those surveyed confirmed
Charlotte and Raleigh coupled with the low this, and 43% said they would reject a job offer
cost of living.” if the role was based in the office full time.

INDUSTRY INSIGHTS REPORT 11

Key takeaways
for firms
1 . R E V I E W Y O U R C O M P E N S AT I O N
PAC K AG E

Higher compensation is the biggest driver

for Engineering & Infrastructure professionals
looking for a new job, so offering a competitive
package, to attract but also retain talent,
is crucial.

2. OFFER FLEXIBILITY

Better work/life balance can help professionals

manage challenging workloads and deadlines.
In giving flexibility around working hours, you
demonstrate that you care about the wellbeing
of your employees.

3. CHALLENGE YOUR EMPLOYEES

Prioritize development through programs

and initiatives. Offering new projects or
responsibilities and painting a clear pathway to
the top to will keep employees engaged.

4. ADOPT A HUMAN-FIRST APPROACH

Foster an inclusive environment and create a

safe place so employees are seen and heard.
Having a positive, welcoming and supportive
culture help people thrive.

1 2
 Key takeaways
for professionals
1. BE CLEAR ABOUT YOUR
E X P E C TAT I O N S

Don’t be afraid to negotiate compensation,

flexible working and benefits. Working with a top
talent partner like LVI Associates can help you
with this.

2. THINK LONG TERM

Think about culture, responsibilities and

leadership you want. All these factors can make
an average compensation package much
more appealing.

3. CONFIDENCE IS KEY

You are deserving of promotion and moving up

in the industry, so make sure you sell yourself in
interviews - this is the time to show off.

4. GET THE INSIDE SCOOP

Network with others in Engineering &

Infrastructure and join industry bodies to gain
insights into what to expect from the current
job market.

INDUSTRY INSIGHTS REPORT 13

Summary
Across the board, higher compensation is the flexibility, when in reality, these expectations
biggest driver for Engineering and Infrastructure can’t be met by the organization. So for
professionals looking for a new job. But while candidates, before accepting an offer, or before
salary is the key incentive, what was more even considering an application, note down a
revealing is that the second most popular factor, set of reasonable benefits and requirements
better work/life balance, differed significantly you’d be looking for and work with talent
depending on industry specialism. partners, like LVI Associates, who can offer advice
on negotiation.
In a post-pandemic world, where we have
adapted to more flexible ways of working, it’s Matching people to jobs within an organization
no surprise that professionals still want some is only the first step in the journey to creating
degree of flexibility; in particular, working a world-class team. Developing and nurturing
parents, who often struggle to balance long excellence in the workplace is just as important
hours and high pressures to meet deadlines – if not more – and what an employer does once
with family life. Offering flexibility of working someone joins will affect how much they value
hours is one example of how companies can their new place of work. Career development,
help employees balance their time work culture and responsibilities all rank highly,
more efficiently. demonstrating that people want to enjoy their
careers, feel challenged, and want to feel part of
Besides higher compensation, better work/life something, not just a cog in the machine.
balance, and flexible working hours, candidates
consider a variety of other important factors. Since work culture is deemed one of the most
Unexpectedly, it was an even mix of these important factors when looking for a new
remaining factors, which includes leadership job/employer, this needs to be at forefront
and a good manager, more responsibility and of the selection process. Diversification of
projects, work culture, and good benefits. the workforce can help improve culture, and
Candidates are far less likely to accept a position increase the number of professionals in a tight
or relocate without a solid compensation talent pool.
package and benefits package. Firms should This can be achieved through pre-college STEM
therefore avoid getting completely caught up in initiatives and mentorships, which goes a long
technical assignments and compensation and way for the less experienced candidates and
focus more on their employees as people. This is adds greatly to the culture of the workplace. It
where an employer can demonstrate empathy, promotes the culture of continuing professional
flexibility, and concern for their employees’ development and is a major attraction feature
wellbeing. for not only those in earlier stages of their career,
but for those who want to take the next step up
So what does a human-led approach look
and require the guidance and knowledge from
like? Well, there isn’t a one-size-fits-all model,
those more experienced than themselves. Not
but ultimately talent partners must know their
only will employees progress, but the business
market and the people within it to ensure
as a whole will continue to succeed through the
that both the company’s and candidate’s set
development of its people.
of requirements and values align. It is crucial,
however, to manage expectations, even in a As with every other sector, Engineering and
candidate-driven market. Some professionals Infrastructure professionals place a lot of
can ask for unrealistic benefits or extreme importance on flexible working and the option

1 4
 About LVI
to work from home when considering a new LVI Associates is the leading specialist talent
opportunity, but many would reject a job offer partner for the Engineering and Infrastructure
if the role was based in the office full time. sectors. Our goal is to deliver extraordinary
talent to our clients, and with continuous
When looking for top talent in the investment in the latest technologies and
Engineering and Infrastructure industry, talent the development of our industry experts, we
partners and hiring companies should avoid can place candidates with speed, efficiency,
a one-size-fits-all approach, since candidates and precision. Today we provide permanent,
are not solely motivated by salary. Work-life contract, and multi-hire placement services
balance and flexible working are the most from our global hubs all over the world.
obvious non-negotiables for candidates in
the current landscape, and companies will Infrastructure plays a critical role in creating a
attract a vastly larger pool of talent by offering future that works for everyone, and building
flexible hours and working from home. The the right team takes time, dedication, and
most valuable tool, however, is open, honest expertise. Fortunately, we’re one step ahead.
communication about what motivates the Through years of building relationships with
candidate - this will help match the right world-class industry professionals, we have
candidate with the right position. constructed a global network of exceptional
talent for our clients.

As part of the Phaidon International group,

we are a trusted talent partner working with
leading firms and organizations to solve their
hiring challenges.

INDUSTRY INSIGHTS REPORT 15

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