Start with the work the person will actually do. Write a role description that names the project types, expected responsibilities, required qualifications, location, schedule, travel, reporting line, compensation structure, and likely growth opportunities. Distinguish requirements from preferences. For example, if a new hire will prepare design documents under a licensed PE’s review, describe that arrangement clearly and state which credentials are required at hire.
Decide who will supervise the person and how much time that supervisor can give. Candidates will want to know how technical work is reviewed, how questions are handled, when they may speak with clients, and how assignments are planned. A small firm may offer close contact with principals and a wider range of work, but describe only opportunities supported by your project pipeline. Avoid promising a promotion, ownership, or specific project mix without a defined basis.
Use several recruiting channels that fit the role: employee referrals, professional networks, university programs, and relevant associations. Keep the process consistent across candidates. You might use the same interview topics and a short work discussion based on a public or fictional project scenario. Ask what the candidate contributed to prior projects, how they handled a design concern, and what they learned from review comments. Do not ask for confidential documents or information from a former employer.
Before making an offer, verify credentials through appropriate sources, check references with the candidate’s consent, and confirm the person’s experience matches the role. Ask advisers familiar with employment law and payroll about offer terms, classification, pay practices, and required records. Track where applicants came from, how long recruiting took, and which candidates accepted, using consistent internal definitions.
Use these resources to support a candid conversation about the firm’s structure and the responsibilities attached to licensure.
Start by listing the work the new person must handle in the first year, the technical skills needed, and the support your team can provide. Be candid about project types, field expectations, mentoring, and how the role may grow. For example, if the hire will prepare grading plans, explain who will review their work and how they will learn your standards. Ask candidates to discuss a past project and how they handled coordination or a design issue. Check references and confirm licensing or experience claims before making an offer.
This is general education, not legal, tax, or engineering advice; licensed PE judgment and local codes govern.
