Investigations and Disputes

Investigations and Disputes

LVI Associates: Your Leading Partner for Investigations and Disputes Talent

LVI Associates is your trusted specialist talent partner for all your hiring and career advancement needs. With our extensive experience and expertise in Investigations and Disputes, we connect exceptional talent with leading organizations seeking world-class professionals.

If you are looking to hire skilled individuals in Investigations and Disputes, we encourage you to request a call back from our dedicated talent team or submit a job description. With over a decade's worth of experience, we understand your unique requirements and goals to provide tailored hiring solutions and talent to meet your needs.

If you are looking to take the next step in your career, explore the exciting opportunities in Investigations and Disputes that we have to offer. Our platform showcases a wide range of roles, from Director of Valuations to Biomechanical Engineers, allowing you to find the perfect fit for your skills and aspirations.

If you're an Investigations and Disputes professional looking for new career opportunities, please register your CV/resume.

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If you're an organization looking for the best Investigations and Disputes talent, please register your vacancy or request a call back.

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​Benefits of working with LVI Associates

At LVI Associates, we're all about turning complex issues into clear solutions, using top-tier tech, forward-thinking strategies, and a meticulous approach. There's a growing recognition in many industries of the need for the precise, effective resolution of engineering investigations and disputes, and this is where our expertise comes in. Factors like increased project complexity, tighter regulations, and the need for fair resolutions are pushing the demand for industry professionals to new heights.

Whether you need to quickly fill key roles in Investigations and Disputes, or you're searching for the right talent to support your long-term strategies, we have the know-how and the team to deliver exceptional results. Here's what you can look forward to when you work with the LVI Associates' Investigations and Disputes team:

Experience

We have over a decade’s worth of experience as a leading Investigations and Disputes talent partner.

Network

A vast, global network of the best, in-demand active and passive Investigations and Disputes professionals, working worldwide.

Knowledge

Our award-winning Investigations and Disputes talent specialists offer bespoke, tailored guidance on the latest hiring trends and industry news to help you achieve your goals.

Take the first step in overcoming your talent shortage by completing our form. Our dedicated team awaits the opportunity to discuss how we can effectively partner with your organization to fulfill your hiring goals.

Looking to hire? Request a call back

Investigations and Disputes

The future of Investigation and Disputes is brimming with potential. As industries evolve and new challenges arise, the demand for skilled professionals in this field is set to soar. Don't miss out on the exciting opportunities ahead. Explore our current roles and pave the way for a successful career in Investigations and Disputes.

Forensic Accounting Manager

Manager - Forensic Accounting (Insurance Focus) Hybrid - 3 Days in Office | Competitive Salary & Benefits A leading forensic accounting and financial investigations firm is seeking a Manager with expertise in insurance-related forensic accounting. This role offers the opportunity to work on high-profile insurance claims, business interruption cases, and complex loss quantifications. About the Role As a Manager, you will play a key role in analyzing and quantifying insurance claims across various industries, supporting insurers, legal teams, and corporate clients in resolving disputes. You will oversee investigations into financial losses, fraud, and coverage-related matters, ensuring accurate and defensible assessments. Key Responsibilities Lead forensic accounting investigations related to insurance claims, including business interruption, stock losses, and liability claims. Analyze financial records to quantify losses and provide expert insight on policy coverage. Prepare clear, well-documented reports to support claims negotiations and legal proceedings. Work closely with insurers, legal teams, and corporate clients to develop financial models and case strategies. Manage and mentor junior team members, ensuring high-quality analysis and reporting. What they're Looking For Qualified accountant (e.g., CPA, ACA, ACCA, or equivalent). 5+ years of forensic accounting experience, with a strong focus on insurance claims and loss quantification. Expertise in business interruption, fraud investigations, and financial damages assessment. Strong analytical and problem-solving skills with experience in financial modeling. Excellent communication skills and ability to present findings to insurers, legal teams, and clients.

US$80000 - US$150000 per annum
New York
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Principal Economist

A premier economic consulting firm is seeking a Principal Economist to join its Antitrust & Competition practice. This senior position is perfect for an experienced economist with deep expertise in competition policy, antitrust, and economic analysis. In this role, you will play a leading part in providing expert analysis, managing complex projects, and driving business development in high-profile antitrust and competition cases. Key Responsibilities: Lead economic analysis in complex antitrust and competition matters, including merger reviews, cartel investigations, monopolization cases, and antitrust litigation. Provide expert testimony in regulatory and legal proceedings, presenting economic insights clearly to clients, regulators, and courts. Manage large-scale projects, collaborating with legal teams and clients to ensure high-quality deliverables under tight timelines. Develop innovative economic models to evaluate market dynamics, competitive effects, and the impact of business practices. Build and maintain strong relationships with clients, providing strategic advice and guidance on all antitrust-related matters. Mentor and oversee junior economists, providing guidance on economic analysis and career development. Contribute to business development by identifying new opportunities and preparing proposals for future engagements. Qualifications & Experience: A Ph.D. or advanced degree in economics, specializing in industrial organization, competition policy, or related fields. At least 10 years of experience working on antitrust and competition-related matters, including expertise in economic modeling and litigation support. Proven experience providing expert testimony and preparing reports for antitrust investigations and regulatory inquiries. Strong understanding of competition law, market structures, and economic theory related to competition policy. Leadership experience managing projects, mentoring teams, and building client relationships. Excellent communication skills, with the ability to translate complex economic concepts into clear, accessible insights for non-economists. Strong business development skills, with a track record of identifying and securing new opportunities. Why Consider This Opportunity? This is an exciting opportunity to join a top-tier economic consulting firm and play a key role in high-stakes competition and antitrust cases. You'll work alongside a talented team, providing valuable insights to clients across industries. Competitive compensation, benefits, and professional growth are all part of the package.

US$300000 - US$450000 per annum
District of Columbia
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Investigations, Disputes MD

A leading global professional services firm is seeking an experienced Managing Director to join its Disputes & Investigations practice. This is a senior leadership position that will require a strong background in complex investigations, disputes, and forensic accounting, along with proven success in generating revenue and driving business growth. Key Responsibilities: Lead high-profile dispute resolution and forensic investigation engagements across a variety of sectors. Serve as a trusted advisor to senior clients, providing strategic insights in navigating complex disputes and regulatory matters. Develop and foster relationships with key stakeholders, including clients, legal teams, and regulators. Oversee a high-performing team, providing mentorship and leadership to ensure success. Play a pivotal role in business development by identifying and securing new opportunities, contributing to the growth of the practice. Ensure the delivery of high-quality reports and expert testimony, adhering to client expectations and industry standards. Qualifications & Experience: A proven track record of at least 15 years in disputes & investigations or forensic accounting, with substantial leadership experience. Proven ability to generate at least $4 million in revenue through client acquisition and project delivery. Expertise in managing complex disputes, investigations, or forensic accounting cases, with experience across industries such as financial services, energy, or technology. Strong business development capabilities and a network of senior-level contacts within relevant sectors. Exceptional communication skills, including the ability to present complex information in clear, accessible reports and presentations. Experience mentoring and developing a team of professionals. Relevant professional qualifications (e.g., CFA, CPA, CFE) are highly preferred. Why Consider This Opportunity? This is a unique chance to step into a high-impact leadership role within a globally recognized firm. You'll have the opportunity to drive strategic initiatives, grow the business, and collaborate with some of the most talented professionals in the industry. Competitive compensation and a dynamic working environment await.

US$750000 - US$1000000 per annum
District of Columbia
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Managing Director - Disputes & Investigations

Our client, a leading consulting firm specializing in forensic accounting, fraud investigation, and litigation support, is seeking an accomplished and dynamic Managing Director to lead their Forensic Accounting division. The firm is committed to delivering exceptional services to its clients and fostering a culture of excellence and innovation. Position Overview: The ideal candidate will possess extensive experience in forensic accounting, fraud investigation, and litigation support, with a proven track record of leadership and business development. This role requires exceptional analytical skills, strategic thinking, and the ability to drive growth and innovation within the practice. Key Responsibilities: Lead and manage the Forensic Accounting division, overseeing all aspects of forensic investigations, fraud detection, and litigation support. Develop and implement strategic plans to expand the division's services and client base. Provide expert testimony in legal proceedings and serve as a key advisor to clients on complex financial matters. Collaborate with legal teams, regulatory agencies, and other stakeholders to support investigations and litigation. Mentor and develop junior staff, fostering a culture of excellence and continuous improvement. Stay abreast of industry trends, regulations, and best practices to ensure the division remains at the forefront of forensic accounting. Drive business development efforts, including client relationship management and new client acquisition. Qualifications & Requirements Bachelor's degree in Accounting, Finance, or a related field; CPA, CFE, or other relevant certifications required. 15 years of experience in forensic accounting, fraud investigation, or a related field, with at least 5 years in a leadership role (prefered). Strong knowledge of accounting principles, auditing standards, and financial regulations. Proven ability to lead and manage a team, with excellent interpersonal and communication skills. Demonstrated success in business development and client relationship management. High level of integrity, professionalism, and ethical standards. Minimum originated revenue - $5 Million (required). What the Company Offers: Competitive salary and benefits package. Opportunities for professional growth and development. A collaborative and supportive work environment. The chance to work with a diverse and talented team of professionals.

US$750000 - US$950000 per annum
Florida
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Managing Director - Valuation and Litigation

We are seeking an experienced and dynamic Valuation and Litigation Managing Director on behalf of our international client. This role is based in flexible in relation to the major cities in California (LA, San Francisco and San Diego) and offers a unique opportunity to lead and grow a high-performing team within a prestigious organisation. Key Responsibilities: Lead and manage the Valuation and Litigation practice, ensuring the delivery of high-quality services. Oversee and lead cases/files in relation to International Arbitration, Damages & Disputes. Develop and implement strategies to generate revenue and expand the client base. Maintain and grow a book of business, leveraging existing relationships and building new ones. Provide Expert Testimony and support in Litigation cases. Mentor and develop junior team members, fostering a culture of excellence and continuous improvement. Qualifications: CPA/ABV (or equivalent) designations are an asset. Minimum of 15 years of experience in Business Valuation, Shareholder Disputes, Family Law/Matrimonial Support, and Damages. Proven track record of generating revenue and managing a book of business. Strong leadership and team management skills. Excellent communication and interpersonal abilities. Ability to provide Expert Testimony and support in complex litigation cases. Why Join Us: Opportunity to work with a leading international firm. Competitive compensation and benefits package. Collaborative and supportive work environment. Professional growth and development opportunities.

US$350000 - US$400000 per annum
California
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Managing Director - Valuation & Litigation

We are seeking an experienced and dynamic Valuation and Litigation Managing Director on behalf of our international client. This role is based in London and offers a unique opportunity to lead and grow a high-performing team within a prestigious organization. Key Responsibilities: Lead and manage the Valuation and Litigation practice, ensuring the delivery of high-quality services. Oversee and lead cases/files in relation to International Arbitration, Damages & Disputes. Develop and implement strategies to generate revenue and expand the client base. Maintain and grow a book of business, leveraging existing relationships and building new ones. Provide Expert Testimony and support in Litigation cases. Mentor and develop junior team members, fostering a culture of excellence and continuous improvement. Qualifications: Chartered Accountant (CA) designation. Minimum of 15 years of experience in Business Valuation, Shareholder Disputes, Family Law/Matrimonial Support, and Damages. Proven track record of generating revenue and managing a book of business. Strong leadership and team management skills. Excellent communication and interpersonal abilities. Ability to provide Expert Testimony and support in complex litigation cases. Why Join Us: Opportunity to work with a leading international firm. Competitive compensation and benefits package. Collaborative and supportive work environment. Professional growth and development opportunities.

£300000 - £350000 per annum
London
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Business Valuation Associate

Our client is seeking a Business Valuation Associate, to play a crucial role in conducting comprehensive business valuations for a variety of purposes including financial reporting, and employee stock ownership plans (ESOPs). You will work closely with senior team members to analyze financial statements, perform market research, and develop valuation models. Key Responsibilities: Conduct detailed financial analysis and valuations for businesses across various industries. Prepare valuation reports and presentations for clients. Assist in the development and implementation of ESOP valuations. Perform market research and analyze industry trends. Collaborate with senior team members to ensure accurate and timely delivery of valuation services. Communicate findings and recommendations to clients in a clear and concise manner. Qualifications: Bachelor's degree in Finance, Accounting, Economics, or a related field. 2-5 years of experience in business valuation, financial analysis, or related areas. Experience with ESOP valuations is highly desirable. Strong analytical skills and attention to detail. Proficiency in financial modeling and valuation techniques. Excellent written and verbal communication skills. Ability to work independently and as part of a team. Why Join Our Client: Competitive salary and benefits package. Opportunities for professional growth and development. Collaborative and supportive work environment. Chance to work with a diverse range of clients and industries.

US$100000 - US$125000 per annum
Chicago
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Managing Director - Construction Disputes (Delay and Damages)

LVI Associates are seeking a highly experienced and strategic Managing Director to lead our clients construction disputes division. They are leaders in providing expert solutions to complex claims and are dedicated to delivering exceptional service and innovative strategies to their clients. The ideal candidate will have a strong background in engineering, exceptional leadership skills, and a proven track record of successfully resolving high-stakes disputes. Key Responsibilities: Lead and manage the construction disputes division, specializing in delay and cost issues. Provide strategic direction and expert advice on complex construction disputes. Oversee the preparation and presentation of claims related to delays and costs. Represent clients in negotiations, mediations, and arbitrations. Collaborate with legal teams, contractors, and other stakeholders to achieve favourable outcomes. Conduct detailed analysis and forensic investigations of project delays and cost overruns. Stay abreast of industry trends, legal developments, and best practices in construction dispute resolution. Qualifications: Bachelor's degree in Engineering, Construction Management, or a related field; advanced degree preferred. Minimum of 15 years of experience in construction disputes, with a focus on delay and cost issues. Proven leadership experience at the Managing Director or senior management level. Strong analytical, negotiation, and communication skills. Ability to manage multiple high-profile cases and deadlines effectively. Professional certifications such as PE, PSP or similar are highly desirable. What they offer: Competitive executive compensation package. Opportunities for professional growth and leadership development. A dynamic and collaborative work environment. Flexible work arrangements and comprehensive benefits.

US$225000 - US$250000 per annum
New York
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Valuation Senior Associate

Our client is seeking a Business Valuation Senior Associate to join their dynamic team in North Carolina. This role is ideal for a talented professional with a strong background in business valuation who is looking to take the next step in their career by working on high-profile, complex projects. As a Senior Associate, you will play a critical role in delivering high-quality valuation services for clients involved in transactions, litigation, and other business advisory needs. You will collaborate with seasoned professionals, providing insight and analysis to support decision-making. Key Responsibilities: Conduct in-depth business valuations for various purposes, including gift & estate, financial reporting, corporate valuation and litigation. Develop detailed financial models and perform valuation analyses using approaches such as discounted cash flow (DCF), market multiples, and transaction comparables Prepare reports and presentations, communicating findings and recommendations clearly to clients Work closely with senior team members and clients to understand project objectives and tailor valuation strategies accordingly Stay current on industry trends, market conditions, and valuation methodologies Qualifications: Bachelor's degree in finance, accounting, economics, or a related field (Master's degree or professional certifications such as CFA, ASA, or ABV preferred) 2/3 years of experience in business valuation, financial advisory, or a similar field Strong financial modeling skills and proficiency in valuation techniques Excellent analytical, problem-solving, and communication skills Ability to work independently and manage multiple projects under tight deadlines Why Join: Opportunity to work on challenging, high-impact projects in a collaborative and growth-oriented environment Exposure to a variety of industries and complex valuation assignments Competitive compensation package, including performance-based bonuses Professional development and mentorship from industry-leading experts Potential for long-term career growth and advancement If you are a self-motivated, analytical thinker who thrives in a fast-paced setting and is passionate about business valuation, we would love to hear from you!

US$80000 - US$100000 per annum
North Carolina
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Vice President Forensic Accountant

Our client is seeking a Forensic Accountant to play a pivotal role in their organization by leading forensic accounting investigations, providing expert testimony, and generating significant revenue. Key Responsibilities: Lead and conduct forensic accounting investigations, including fraud detection, financial analysis, and litigation support. Provide expert testimony in legal proceedings and collaborate with legal teams. Develop and maintain strong client relationships, ensuring high levels of client satisfaction. Mentor and develop junior forensic accountants, fostering a culture of continuous learning and professional growth. Stay current with industry trends, regulations, and best practices. Qualifications: Bachelor's degree in Accounting, Finance, or a related field; CPA or CFE certification preferred. Minimum of 12 years of experience in forensic accounting, with a proven track record of generating revenue and managing client relationships. Strong analytical, problem-solving, and communication skills. Ability to work independently and as part of a team in a fast-paced environment. Excellent organizational and project management skills. What Our Client Offers: Competitive salary and performance-based bonuses. Comprehensive benefits package, including health, dental, and vision insurance. Opportunities for professional development and career advancement. A supportive and collaborative work environment.

Up to US$350000 per annum
Chicago
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Valuation Manager

Job Description: Our client is seeking an experienced Business Valuation Manager to join their dynamic team in Atlanta. The ideal candidate will have a minimum of 8 years of experience in business valuation, with a strong background in finance, accounting, or related fields. As a Business Valuation Manager, you will be responsible for overseeing valuation projects, ensuring accuracy and compliance, and providing expert insights to support our clients' needs. Key Responsibilities: Conduct and oversee business valuations for various industries. Analyze financial statements, market trends, and data to provide accurate valuations. Prepare detailed valuation reports and presentations. Collaborate with clients to understand their valuation needs and provide tailored solutions. Ensure compliance with industry standards and regulations. Lead and mentor a team of valuation analysts. Qualifications: Minimum of 8 years of experience in business valuation, finance, accounting, or related fields. Bachelor's degree in Finance, Accounting, Economics, or a related discipline. Strong analytical and problem-solving skills. Excellent communication and interpersonal skills. Proficiency in valuation software and tools. Ability to work independently and as part of a team. Benefits: Competitive salary and performance-based bonuses. Health, dental, and vision insurance. Retirement plan with company match. Professional development opportunities. Flexible work environment.

US$130000 - US$160000 per annum
Georgia
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Forensic Accountant Managing Director

Our client is seeking a Forensic Accountant, to play a crucial role in investigating financial fraud, analyzing complex financial data, and providing expert testimony in legal proceedings. You will work closely with clients to identify and resolve financial discrepancies, ensuring the integrity of their financial records. You will also be responsible for generating revenue and maintaining a book of business exceeding $1 million annually. Key Responsibilities: Conduct thorough investigations into financial fraud and irregularities. Analyze complex financial data and transactions. Prepare detailed reports and documentation for legal proceedings. Provide expert testimony in court as needed. Collaborate with legal teams, law enforcement, and other stakeholders. Develop and implement strategies to prevent future financial fraud. Generate and maintain a book of business exceeding $1 million annually. Qualifications: Bachelor's degree in Accounting, Finance, or a related field (Master's preferred). Certified Public Accountant (CPA) or Certified Fraud Examiner (CFE) designation. Minimum of 10 years of experience in forensic accounting or a related field. Proven track record of generating revenue and maintaining a substantial book of business. Strong analytical and investigative skills. Excellent written and verbal communication skills. Ability to work independently and as part of a team. High level of integrity and professionalism. Benefits: Competitive salary and performance-based bonuses. Comprehensive health, dental, and vision insurance. Generous retirement plan and 401(k) matching. Paid time off and flexible work schedule. Opportunities for professional development and continuing education. Collaborative and supportive work environment.

US$250000 - US$350000 per annum
Woodland Hills
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News & Insights

Interview & Hiring Guidance Image
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Interview & Hiring Guidance

​5 essential tips for employers, hiring managers, and HR on the hiring process in energy & infrastructure The interview process, from initial phone call screenings and psychometric testing, to face to face interviews with the hiring manager and onsite tours, can often be a long and laborious process. So it is imperative to keep an interview process streamlined and engaged, to ensure talent doesn’t drop out, and your organization, and yourself is represented best. Here are 5 vital top tips for employers to stick to when interviewing top talent. Be present Showing excitement to prospective candidates provides insights for them into the potential team culture and attitude. Asking them questions about themselves, on their interests, their lives, their careers, as opposed to only technical questions to vet their hard skills, goes a long way in connecting on a human level. Another way to connect is by sharing real life examples of the day to day, positive experiences about the role and team, and details about project work. These are important talking points candidates like to know, and while they understand an interview may be rigorous technically, maintaining the conversational, human aspect is important too. Being engaged may sound simple, but given how much of the interview process is over Zoom/VC/phone these days, it is easy to get distracted and check emails or open windows on your computer. Remaining attentive and interested will bring the best out of the interview process and provide a positive candidate experience. Also important is to be interesting yourself. Be in sell modeMany of the above points are indirect examples of selling your team and role. However, in a more overt way, providing exciting opportunities at present and for future career growth are always on candidates’ minds and knowing there is more to be excited about than just hands-on skills or what is in the job description on day one makes them buy into the role and organization more. As part of selling the role, explain why you took this position, and what you liked about the company and team. Be relatable to their circumstances and share with them why the position in your team, at your company, is the best move they can make.Another important aspect to highlight here is the culture. Maybe there is more to what makes the role great than just the daily tasks or responsibilities, such as company sports team, lunch clubs, charitable groups, or environmental initiatives. Highlight what else is enjoyable so that candidates are excited about this role, as well as the team and company, aside from the day to day. These days competition for top talent is so tight, that those cultural differences can distinguish you amongst the rest.Be positive Many of the above points translate to this aspect of hiring, but above all, being cordial, professional, and sharing timely feedback all contribute to a positive candidate experience. In some cases, the candidate may not be a good fit culturally, or for your position, but you should still offer them professionalism and positivity in the interview. Remember, they may have colleagues or a network of other experts that could be better suited for your role/team. You want them to have a positive experience to refer people to you, and maintain your company’s reputation in the market, as well as your own. It's also important to note that many candidates often have other processes in the mix, so if you give them any chances to doubt their experience, they could be more likely to go elsewhere. Be flexible If a professional isn’t the 100% right fit, still ask yourself if there is a place for them in the team or organization, especially if they bring something unique to the company. Keep an open mind when recruiting talent, and consider the future headcount. Potentially you can create a new role for an exceptional candidate, especially if you don’t want to lose someone good to a competitor. See the positives in a candidate’s skillset if they bring enough to the table, and find reasons to say yes, especially in this market. Outside of being flexible with the job description, can you also be flexible with the offer? Offering nuanced benefits, flexible working, and customizing offers to the individual joining can again make the difference between rejecting and accepting. Be decisive The market is still exceptionally hot, so it is vital hiring managers are mindful of how quick an interview process needs to be. “Keeping someone warm” is so important, but if you can’t commit to them you do risk them going in another direction. Therefore, be timely with your feedback, especially if it's positive, to keep the momentum up. If they are at the top of your mind, you should stay at the top of theirs. Try and push approvals quickly as well. This is often bureaucratic but affect whatever influence you can have on an interview or hiring process, and don’t allow things to slow down if you can control it.Finally, be competitive. Don’t allow back and forth negotiations to hinder a process or allow time for other processes to catch up. Put your best, most competitive offer forward so it entices them from the very start.  To hire the best candidate for your open role, get in touch with LVI Associates today. As a specialist talent partner in energy & infrastructure , we have access to industry-leading talent around the world. Find the talent you need by submitting your vacancy, or request a call back below to elevate your hiring process with the right talent partner today.

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Management & Culture

Finding a company culture that fits 

For professionals seeking a new job, it’s often factors like salary, the day-to-day of the role itself, and the company brand that are central to the decision process. But each company has its own culture, customs, and values, even if they aren’t clearly defined, and they actually have more of an influence on your productivity, success, and even earnings than might be immediately clear. The world of work has undergone some remarkable transformation over the last few years, accelerated by the pandemic and the redefining of our values that it sparked - not to mention the major shift to a candidate-driven job market. As a result, experts have been given the opportunity to rethink what’s important to them in their day-to-day work life beyond the paycheck or job spec, and in large professional sectors in particular, such as technology and finance, this has positively influenced hiring companies’ approach to culture and its pivotal role in attracting and retaining top talent, as well as quality of work. A company’s culture is essentially its personality, and while some may think of it as a buzzword that signifies lunch time yoga or wearing casual clothes to work, it plays a much greater role in how an employee shows up for work every day than any promotion, bonus, or salary could. Thankfully, businesses are catching on, and companies from trendy new start-ups to corporate powerhouses are adapting to the changing needs of professionals, investing more intentionally in developing cultures focused on collaboration, positivity, and flexibility, alongside added perks that are both useful and unusual, giving them an extra competitive edge. Business cultures are just as varied as those in societies, and there can be danger in taking a job in a company where there is a cultural disconnect between employer and employee. This can lead to issues down the line as the employee becomes unhappy and the employer is dissatisfied with attitude or performance. When interviewing for a new role, it is therefore imperative that you are conducting your own assessment of their culture and how you would fit into it. It’s one thing to ask broadly about what their culture is like, but it’s important to come prepared with more specific questions in order to get a deeper sense of what life as an employee there would really be like. This article will look at what to focus on when assessing the culture of a workplace you are interviewing for, and how to get a realistic impression of the culture by doing some digging yourself before accepting a job offer. Look beyond the free gym passWhen reading about a potential role at a new company, it’s important to look beyond the shiny, eye-catching perks that they’ll want to tell you all about. While a free gym pass, pizza Fridays, a pool table, and fabulous social events are alluring, (and rightfully so, as they are a sign of a company that wants to reward the hard work of its employees) these are surface level, and your experience in the company will depend much more on deeper cultural traits and values such as flexibility when you need it, a supportive team environment, recognition, and opportunities for growth. While some perks are inventive and exciting and can certainly enhance your experience, a cool office space will never compensate for a negative work environment, and your happiness is always more important than a brand name on your CV or a bottle of beer on a Friday. Remember that perks are part of company culture, but not the culture itself, and tt is a company culture that helps businesses pull through times when money for perks isn’t on tap.What is truly important to you?You can work in a beautiful office with tastefully exposed brickwork and a designer chair, but none of this will matter if you hate your job. Approaching your job search having previously assessed what exactly you are seeking from your work life, what your non-negotiables are, and which elements of company culture will have the biggest impact on you, will help you to stay focused and land the role that’s right for you. Work out what truly motivates you and will support you to be the best version of yourself both professionally and personally, whether it’s flexible working options, a diverse workforce, or a tight-knit team, and see if this is provided by the company you are interviewing for. Consider which environments make you feel productive. How do you best work? Are you seeking more autonomy and the option to work from home? Then you may not be a fit for a company that is heavily focused on collaboration and team socialising.What is the company’s mission? Its values? Does it have a corporate social responsibility programme? A diverse workforce? Pinpoint those core values and see how they align with the messages companies are including on their employee value proposition and materials for professionals. These will inspire commitment and confidence in both your search and in the decision you land on.How to research a company culture as a professionalJust as you’ll want to get a feel for a neighbourhood before you buy a house, the same applies when you are searching for a new job. Your actual exposure to a company can be limited within the recruitment process, so we recommend using the following to research a company’s culture.Do some digging online​Have a look at employee review sites such as Glassdoor for comments from inside the company on their culture. However, keep in mind that people are potentially more likely to leave a bad review than a good one. This may mean, however, that a company with a slew of great reviews could be a particularly positive sign.​See if you have any connections within the company on LinkedIn and get the inside scoop from them. Again, don’t take these viewpoints as gospel, but rather as a building block and a way to get a general idea of employee experience. LinkedIn is also a way to find out the general tenure of people who work there as well as possibilities for progression and development. Good retention and development can be a sign of a positive company culture. Branch out during your interviewWhile an interview is a company’s chance to determine whether your skills and experience are right for the role, a large part of the decision will come down to character fit, which is essentially another way of determining how you would fit into their culture. It’s also a two-way street, of course, meaning it’s your opportunity to figure out if their culture is a fit for you, too. A great way to get the answers to this question that you need is to find an opportunity to speak candidly to your interviewer or others you meet within the business. These are likely the people you’ll be interacting with regularly and you’ll want to get a sense of how they communicate, both to you and to each other. Are they excited about the company? Do they seem to get along well? Do you have things in common beyond the professional? These are all factors that contribute to the overall culture and will impact your everyday experience.Get specificAsking a generic question will give you a generic answer, and hiring managers and other people who may be part of your interview process don’t want to hear the same old question interview after interview. Instead, show the company you’re interviewing for that you’re looking for more than to just show up, do the work, and get paid. You’re an individual with more to offer, and all parties will benefit from a good cultural fit. In addition, it’s not enough for you to take their word that they have a great company culture. Get into specifics and request examples of when company values and culture have led to success or excellent employee wellbeing. For example, say that you want to work somewhere where personal development is taken seriously, and then ask for an example where a personal development program has helped an employee achieve a promotion or a new qualification. Or if mental health support is important to you, ask about the ways in which the company offers this and whether it’s been well utilised. These stories and examples will give you a much better impression of how the culture works rather than memorised lines about remote working policies and employee engagement. And on top of that, you’ll get a much better feel for the people behind the job titles, which is half the battle when it comes to understanding where you fit into a company’s culture. No matter what position you find yourself in, use these tips to spot the work cultures that will — and will not — work for you. The company you ultimately choose should enable you to flourish rather than wear you (or your well-being) out.

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Phaidon International Findings

​As a leading talent partner, we keep our finger on the pulse when it comes to hiring trends, and 2022 was no exception. It has never been more important for companies to understand what business-critical professionals are thinking when it comes to making career changes, what compensation they’re after, and what benefits they really desire.We surveyed our vast, global network of the best, in-demand professionals, and came up with a number of valuable insights that employers need to know about if they want to attract the best talent, and just as critically, keep them.Discover what is motivating top talent around the world right now with our highlights across Engineering & Infrastructure.Download your copy of this report by completing the form below:​

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diversity & equality

​The Key to Attracting Female Talent to Engineering

Women remain as scarce as ever in engineering and advanced manufacturing. By the latest estimates, women make up only 13% and 9% of the US engineering and advanced manufacturing workforce respectively. These statistics reveal the state of stagnation over the last few decades. The numbers haven’t changed since 2001, for fact advanced manufacturing, the current estimate represents a decline of one per cent. Why are less women drawn to pursue engineering? One suggestion: they are less competitive. Researchers suggest that gender differences in psychological traits contribute to gender occupational segregation. They argue that women are generally more risk averse and less competitive than men, which affects the “choice of field of study, which in turn affects future career choice.” The report cites a study from the Netherlands that found even after accounting for grades, perceived mathematical ability and socioeconomic background, gender differences in competitive can account for 20% of their subject choice.However, a study by Muriel Niederle, a professor at Stanford, and Lise Vesterlund found that women were much less confident in their abilities, and this caused them to shy away from situations in which they would have to compete with others.One way to combat this is to give women more encouragement. Among STEM subjects, engineering continues to have one of the highest rate of attrition and women have a higher turnover than men. Several reasons have been posed for this, including an inflexible and demanding work environment that made work-family balance difficult and stigma consciousness. Indeed, in a recent survey by DSJ Global, 41% of engineering professionals say that a lack of accommodation for work-life balance and family is the main challenging to increase gender diversity.Gender bias, whether incidental or deliberate, has a profound impact on attracting women into engineering roles. Dan Brook, a director of LVI Associates, comments that he has witnessed the effects first hand when it comes to recruiting female talent: “We had one individual, who got through to the final interview stage at a well-known engineering firm. She did her due diligence and saw that the board of directors were all men—so she pulled herself out of the process. She thought they wouldn’t suit her. This shows there’s a practical, as well as moral, reason to diversify your board and your company. Gender diversity, or a lack of it, has a real impact on talent acquisition. This is tangible.”​Changing the landscapeChange really has to come from the top down, advises Dan Brook, but he has observed a renewed commitment from legislators with regard to supporting diverse businesses, “I first heard about this in Texas a few years ago, where the government are supporting female or minority lead companies through a number of certification schemes, including the Historically Underutilized Business (HUB) Program and, nationally, the Disadvantaged Business Enterprise (DBE).” The Historically Underutilized Business (HUB) Program was created to promote full and equal procurement opportunities for small business that are at least 51% owned by women or minority groups. Once their application is approved by the Texas Comptroller of Public Accounts (CPA), the company is considered ‘certified’ and agencies using them on contracts receive credit toward meeting established HUB goals.In Texas, the state-wide HUB goals for procurement are 11.2% for heavy construction other than building contracts and 21.1% for all building construction. Nationally, the Disadvantaged Business Enterprise (DBE) operates in a similar fashion. Where for-profit small businesses have at least a 51% interest and also control management and daily business operations, they can receive a DBE certification from the relevant state-generally the state Uniform Certification Program (UCP). As recipients of financial assistance from the Department of Transportation, state and local transportation agencies are then responsible to establish DBE subcontracting goals. Such programs play just a part in driving diversity in engineering. Not all companies can, or will be, minority-led, but they need to find ways to increase their gender balance. All firms need to create an integrated talent pipeline that hires and promotes female talent. The first step to accomplishing this is to understand why female engineers exit from the recruitment process. Download our complimentary report that takes a deep dive into the engineering, manufacturing, transport and logistics responses from Why Women Withdraw from the Recruitment Process.

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