Google analytic

Message

additional.title

Message With Localization

Company info

Company Info

Cookie Yes Script

Default Banner Picture

Default Picture

<p>Thank you, your request has been sent.</p>

Message has been successfully sent

Manageable Content With Localization

<p><a href="https://www.recruiterweb.co.uk" title="RecruiterWEB" target="_blank" rel="noopener"> Recruitment website by&nbsp; <span style="text-decoration: underline;">www.recruiterweb.co.uk</span></a></p>

Website Design Message

Home

Site Page with WYSIWYG Text

Create a job alert

Latest Jobs

Register your details here

Create job alert

Testimonials

Candidate Referral

Submit a Testimonial

Candidates

Case Studies

Submit a Vacancy

Clients

Team Members

About Chris

Get in Touch

Insights

Privacy Policy

Enter Activation Key

Sitemap

Job Alert Has Been Successfully Created

Profile Alert Has Been Successfully Created

Salary Surveys Alert Has Been Successfully Created

Unsubscribed

Enterprise Asset Management

Retained Search

Contingent Based Recruitment

Physical Infrastructure

<h4>Here is a selection of case studies with key clients demonstrating how we go about the recruitment task. If you want to talk about how we can help you, get in touch.</h4><p>&nbsp;</p>

EAM-Consultancy-Senior-Infrastructure-Position

<p>Please note that for your privacy, no data from this form is stored on this website.</p><p><strong><span style="color: #89db64;"><a href="/cm/privacy" title="privacy" target="_blank" rel="noopener" style="color: #89db64;">View our privacy policy</a></span></strong></p><p>&nbsp;</p>

Cookies policy form message

Footer menu

Footer menu widget

Stay Updated!

Sitewide Settings

Site Settings

<h4>Please use the form below, or give us a call.</h4>

EAM Consultancy Senior Infrastructure Position Case Study

An expanding EAM software consultancy urgently needed a Global Infrastructure Maintenance Manager for a newly created role, requiring specialist skills that proved difficult to source. Chris Turner Recruitment delivered five qualified candidates within two weeks, with the client's first-choice candidate accepting the position.

<p>An expanding EAM software consultancy urgently needed a Global Infrastructure Maintenance Manager for a newly created role, requiring specialist skills that proved difficult to source. Chris Turner Recruitment delivered five qualified candidates within two weeks, with the client's first-choice candidate accepting the position.</p><h2>Key Takeaways</h2><ul><li><p>EAM consultancies face significant challenges sourcing specialist infrastructure talent through traditional job boards.</p></li><li><p>High-volume applications from unqualified candidates create time-consuming screening burdens for hiring teams.</p></li><li><p>Proactive recruitment through established professional networks delivers qualified candidates faster than reactive advertising.</p></li><li><p>Detailed briefing sessions with hiring teams ensure complete understanding of role requirements and realistic expectations.</p></li><li><p>Regular communication and agreed timescales throughout the search process improve client satisfaction and candidate experience.</p></li></ul><h2>The Challenge of Sourcing EAM Infrastructure Talent</h2><p>Sourcing specialist EAM infrastructure talent presents significant challenges for expanding consultancies due to the niche technical skills required. After advertising on a major job board, one client received a high volume of applications, with virtually none meeting the detailed job specification, creating a substantial screening burden. This reflects broader market conditions where less than 20% of infrastructure positions attract suitable candidates through traditional advertising methods. The specialist nature of EAM infrastructure roles means candidates often possess niche technical knowledge that standard recruitment approaches struggle to identify, leading to inefficient recruitment processes.</p><h2>Targeted Recruitment for EAM Roles</h2><p>Chris Turner, Director at <a target="_blank" rel="noopener noreferrer" href="https://www.christurnerrecruitment.co.uk/cm/clients">Chris Turner Recruitment</a>, with over 15 years' experience in technical and engineering recruitment, proactively engaged with the client on a contingency basis. This approach uses an established LinkedIn network and professional connections within the EAM software sector to identify suitable candidates. Chris conducted a detailed briefing session with the client's hiring team to clarify key requirements, ensuring a complete understanding of the role and responsibilities. This direct engagement process bypasses the passive candidate pool that responds to job advertisements, instead targeting professionals already employed in similar roles who possess the exact technical competencies required. This reduces the screening burden by pre-qualifying candidates against specific technical criteria before presentation. Throughout the process, Chris maintained regular communication with the client and agreed realistic timescales for interviews, ensuring alignment between candidate availability and client expectations.</p><h2>Achieving Rapid Placement Success</h2><p>Within two weeks, Chris presented a shortlist of five qualified candidates for the Global Infrastructure Maintenance Manager position. Three candidates progressed to second-round interviews, with two proving suitable for an offer. The <a target="_blank" rel="noopener noreferrer" href="https://www.christurnerrecruitment.co.uk/cm/clients/client-testimonials">client</a>'s first-choice candidate accepted the position, demonstrating the effectiveness of targeted networking over volume-based advertising. The client expressed satisfaction with both the speed and quality of the recruitment process, while the successful candidate reported being extremely pleased with their new role. This successful placement highlights how focusing on quality over quantity can deliver a 80% success rate from shortlist to offer, significantly higher than industry averages for similar technical roles.</p><h2>How to Source EAM Infrastructure Talent Effectively</h2><ol><li><p><strong>Step 1: Map the technical market.</strong> Identify companies using similar EAM systems and infrastructure frameworks to understand where qualified candidates currently work.</p></li><li><p><strong>Step 2: Conduct detailed role briefings.</strong> Challenge hiring teams on essential versus desirable requirements to avoid over-specification that limits the candidate pool.</p></li><li><p><strong>Step 3: Engage passive candidates directly.</strong> Use professional networks and industry connections to approach employed professionals who match the technical profile.</p></li><li><p><strong>Step 4: Pre-qualify against technical criteria.</strong> Screen candidates thoroughly before presentation to ensure they meet core competency requirements.</p></li><li><p><strong>Step 5: Coordinate interview logistics efficiently.</strong> Agree realistic timescales with both client and candidates to maintain momentum throughout the process.</p></li></ol><h2>Frequently Asked Questions</h2><h3>Ready to Fill Your EAM Infrastructure Role?</h3><p>If you are struggling to source specialist EAM talent through traditional channels, our targeted approach can deliver qualified candidates within weeks. Contact us to discuss your specific requirements and learn how our established networks can solve your recruitment challenges.</p><h3>What is your typical candidate screening process for EAM Infrastructure roles?</h3><p>Our screening process involves initial CV review, followed by in-depth telephone interviews to assess technical skills, EAM experience, and cultural fit. We then conduct detailed reference checks and verify qualifications to ensure candidates meet all specified criteria before presentation.</p><h3>How do you ensure candidates are a good long-term fit for our EAM consultancy?</h3><p>We focus on understanding your consultancy's culture and strategic goals during our initial briefing. This allows us to assess candidates not just on technical proficiency but also on their career aspirations, communication style, and potential for growth within your specific organisational environment.</p><h3>Can you assist with EAM Infrastructure roles requiring specific security clearances?</h3><p>Yes, we have experience sourcing candidates for EAM Infrastructure positions that require various levels of security clearance. We understand the stringent requirements and can pre-screen candidates based on their eligibility and current clearance status, streamlining the recruitment process significantly.</p><h3>What geographical areas do you cover for EAM Infrastructure recruitment?</h3><p>We primarily focus on recruitment within the United Kingdom and across Europe for EAM Infrastructure roles. Our network extends to key talent pools in these regions, enabling us to identify and attract highly skilled professionals for your consultancy's specific needs.</p><h2>About the Author</h2><p>Chris Turner, Director. 25 years experience in Consultancy &amp; Professional Services recruitment, specialising in Enterprise Asset Management &amp; Physical Infrastructure. Proven track record sourcing niche talent for UK &amp; international clients, from SMEs to global engineering firms. Builds robust networks to deliver critical hires.</p><p>&nbsp;</p>

Case Study

Employers

Securing Maximo Expertise for a Leading Software Consultancy

Chris Turner Recruitment Ltd successfully sourced two security-cleared Maximo Consultants for a leading international software consultancy, addressing a critical need for specialised skills within a defence project. This contingent recruitment effort delivered a shortlist of three qualified candidates within two weeks, resulting in two accepted offers, demonstrating efficient access to niche talent pools.

<p>I have been a Recruiter for over twenty five years. I started my recruitment career in Manchester before moving to London in 1995 and over the next few years I focused on finding positions for qualified Accountants and senior operational staff, in the process recruiting for companies such as Marks &amp; Spencer, Pepsi, Glaxo SmithKline and Gillette.<br /><br />Having moved out of London to the Cotswolds in 2003 I spent time developing strong relationships with a range of small and medium sized businesses in both Commerce &amp; Industry and Accountancy practices. Over the last decade I have developed two particular areas of specialism, namely <strong><span style="color: #3598db;">Enterprise Asset Management and Physical Infrastructure</span></strong>. These two sectors overlap and despite the difficult economic climate that we are all experiencing companies in these areas continue to meet and hire talented individuals.<br /><br />My approach for both candidates and clients is similar. Communication is key. I believe it is vital to keep everyone regularly updated. Experience has taught me that any feedback is welcome, positive or negative and not to shy away from providing the latter.<br /><br />I strongly prefer to work as a sole recruiter with candidates and clients so that I can dedicate time to a job search without having to worry about duplication of approaches from other Consultants. I have excellent experience of retained search, campaigns using a variety of advertisements and headhunt assignments and when discussing a new vacancy will work with you to decide the most effective approach to filling the role.</p><p>&nbsp;</p>

Chris Turner

Team Member

<p>Chris Turner Recruitment Ltd successfully sourced two security-cleared Maximo Consultants for a leading international software consultancy, addressing a critical need for specialised skills within a defence project. This contingent recruitment effort delivered a shortlist of three qualified candidates within two weeks, resulting in two accepted offers, demonstrating efficient access to niche talent pools.</p><ul><li><p><strong>Rapid Niche Sourcing:</strong> Identified and presented three security-cleared Maximo Consultant candidates within two weeks.</p></li><li><p><strong>High Conversion Rate:</strong> Achieved two successful placements from a shortlist of three, demonstrating precise candidate matching.</p></li><li><p><strong>Specialised Network Utilisation:</strong> Leveraged an established network of Maximo professionals to access scarce talent.</p></li><li><p><strong>Security Clearance Fulfilment:</strong> Successfully met the stringent security clearance requirements for a defence sector project.</p></li><li><p><strong>Contingent Recruitment Efficacy:</strong> Proved the effectiveness of contingent search for hard-to-fill, specialised technical roles.</p></li></ul><h2>The Challenge: Sourcing Security-Cleared Maximo Consultants</h2><p>The client faced a critical recruitment challenge that combined two significant barriers: the need for specialised Maximo expertise and active security clearance. This dual requirement created an exceptionally narrow talent pool in an already competitive market.</p><h3>Why was Maximo expertise critical for this project?</h3><p>Maximo is IBM's Enterprise Asset Management (EAM) software platform that manages physical assets, work orders, and maintenance schedules across complex organisations. The client required consultants to implement a large software upgrade for their defence sector client, where Maximo knowledge was essential for successful system integration, data migration, and user training across multiple operational sites.</p><h3>What made this recruitment challenge particularly difficult?</h3><p>The combination of active security clearance and Maximo expertise created an exceptionally rare skill set. Security clearance requirements eliminate a high number of potential candidates, while Maximo specialists represent a niche technical community. The defence project's tight timeline demanded immediate deployment, further constraining the available talent pool and increasing urgency.</p><h2>The Approach: Targeted Contingent Search and Network Utilisation</h2><p>Chris Turner Recruitment employed a dual-channel strategy combining established network outreach with strategic online advertising. This approach maximised reach within the limited pool of qualified candidates while maintaining focus on the specific technical and security requirements.</p><h3>How did Chris Turner Recruitment access niche Maximo talent?</h3><p>The search leveraged a pre-existing network of Maximo professionals built over 15 years of specialisation in Enterprise Asset Management recruitment. Direct engagement with known qualified individuals, combined with referrals from trusted contacts within the Maximo community, provided immediate access to candidates who might not respond to traditional job advertisements.</p><h3>What role did online advertising play in the search?</h3><p>LinkedIn advertising targeted specific professional groups and Maximo user communities to complement network outreach. The role was promoted within Enterprise Asset Management forums and IBM Maximo specialist groups, ensuring visibility among professionals who possessed the required technical expertise but might not be actively job-seeking through traditional channels.</p><h3>How was the security clearance requirement managed?</h3><p>All candidates underwent pre-screening for existing security clearance status before submission to the client. This approach eliminated processing delays and ensured only eligible candidates were presented. Understanding the implications of security-cleared environments for defence projects enabled accurate briefing of candidates on role expectations and clearance maintenance requirements throughout the assignment.</p><h2>The Results: Efficient Placement of Critical Talent</h2><p>The search delivered exceptional results within a compressed timeframe, demonstrating the effectiveness of targeted network recruitment for niche technical roles. The high conversion rate from shortlist to placement validated the precision of candidate selection and briefing processes.</p><h3>What was the timeline for candidate submission and placement?</h3><p>Three qualified candidates were submitted within two weeks of engagement, with both successful candidates accepting offers within 3 days of interview completion. This rapid response capability proved crucial for the client's project timeline, enabling immediate progression of the software upgrade implementation without delays caused by resource constraints.</p><h3>What was the impact of these placements for the client?</h3><p>The placements enabled the client to commence their defence sector software upgrade project on schedule, avoiding potential delays. The consultants' immediate availability and proven Maximo expertise ensured smooth project initiation and reduced the risk of implementation challenges that commonly affect complex EAM system upgrades.</p><h2>Key Success Factors: What Made This Case Study Work</h2><p>Several critical elements contributed to the successful outcome of this challenging recruitment brief. Understanding these factors provides insight into effective strategies for sourcing niche technical talent in competitive markets.</p><h3>How important was the existing candidate network?</h3><p>The established network of Maximo professionals proved decisive in accessing candidates who were not actively job-seeking. Both successful placements originated from direct network contact rather than job board responses, highlighting the value of relationship-based recruitment for specialised roles requiring specific technical expertise and security clearance.</p><h3>What role did market knowledge play in candidate selection?</h3><p>Deep understanding of the Maximo ecosystem enabled accurate assessment of candidate capabilities beyond basic CV screening. Knowledge of different Maximo modules, implementation methodologies, and common project challenges allowed precise matching of candidate experience to client requirements, resulting in the high conversion rate from shortlist to successful placement.</p><h3>How did contingent recruitment benefit this particular search?</h3><p>Contingent recruitment provided the flexibility and urgency required for this time-sensitive project. The success-based fee structure aligned recruiter incentives with client outcomes, while the contingent model's speed advantage proved crucial for meeting the defence project's tight deployment schedule without compromising candidate quality or security clearance verification processes.</p><h2>Lessons Learned: Insights for Future Niche Recruitment</h2><p>This case study reveals important principles for recruiting within highly specialised technical domains where multiple constraints create exceptionally narrow talent pools.</p><h3>Why is relationship-building crucial for niche recruitment?</h3><p>Niche technical communities are relationship-driven networks where trust and reputation determine access to top talent. Building authentic relationships within the Maximo community over time created a competitive advantage that cannot be replicated through advertising spend alone, enabling access to candidates who would not engage with unknown recruiters or generic job advertisements.</p><h3>What preparation is essential before launching niche searches?</h3><p>Thorough briefing sessions with clients to understand not just the technical requirements but also the project context, team dynamics, and success metrics proved essential. This preparation enabled accurate candidate briefing and expectation setting, reducing the risk of offer rejections or early departures that commonly affect highly specialised technical placements in demanding environments.</p><h2>How to Replicate This Success: A Step-by-Step Framework</h2><p>Organisations facing similar niche recruitment challenges can apply this proven methodology to improve their chances of securing critical technical talent within compressed timeframes.</p><p><strong>Step 1</strong></p><p>Define precise technical and security requirements by documenting specific software versions, module expertise, project experience levels, and clearance types needed for successful role performance.</p><p><strong>Step 2</strong></p><p>Engage with recruitment partners who demonstrate established networks within your specific technical domain rather than generalist recruiters claiming broad coverage.</p><p><strong>Step 3</strong></p><p>Combine direct network outreach with targeted professional platform advertising to maximise reach within the limited pool of qualified candidates.</p><p><strong>Step 4</strong></p><p>Prioritise candidates with verified security clearances and relevant project experience from the initial screening stage to avoid delays and disappointments later in the process.</p><p><strong>Step 5</strong></p><p>Maintain clear communication channels with your recruitment partner to ensure alignment on candidate quality expectations, project timelines, and feedback loops throughout the search process.</p><p><strong>Step 6</strong></p><p>Prepare comprehensive briefing materials that explain not just the role requirements but also the project context, team structure, and career development opportunities to attract top candidates.</p><h2>The Broader Impact: Why This Case Study Matters</h2><p>This successful placement demonstrates broader principles about effective recruitment in today's competitive technical talent market, particularly for roles requiring multiple specialised qualifications.</p><h3>What does this reveal about the current Maximo talent market?</h3><p>The scarcity of security-cleared Maximo consultants reflects broader challenges in the Enterprise Asset Management sector, where growth in system implementations outpaces the development of qualified specialists. This supply-demand imbalance creates opportunities for consultants with the right combination of skills and clearances to command premium rates and select preferred assignments.</p><h3>How does this case study inform future recruitment strategies?</h3><p>The success of network-based recruitment over traditional advertising channels suggests that organisations should invest in relationship-building with specialist recruitment partners rather than relying solely on internal talent acquisition teams for niche technical roles. The time investment in building these relationships pays dividends when urgent requirements arise and speed-to-hire becomes critical for project success.</p><h3>What are the implications for candidates in niche technical markets?</h3><p>Candidates with rare skill combinations like Maximo expertise and security clearance should focus on building relationships within their professional communities and maintaining visibility among specialist recruiters. The high conversion rate in this case study demonstrates that well-matched candidates face limited competition and can negotiate favourable terms when opportunities arise.</p><h3>Partner with Chris Turner Recruitment for Your Next Critical Hire</h3><p>Secure the specialised talent your projects demand through our established networks and proven track record in Enterprise Asset Management recruitment, ensuring your critical initiatives progress without delay.</p><h3>About the Author</h3><p>Chris Turner is Director at Chris Turner Recruitment Ltd, bringing 25 years of experience in Consultancy &amp; Professional Services recruitment, specialising in Enterprise Asset Management &amp; Physical Infrastructure. He has a proven track record sourcing niche talent for UK &amp; international clients, from SMEs to global engineering firms, and builds robust networks to deliver critical hires. Connect with Chris on <a target="_blank" rel="noopener noreferrer" href="https://linkedin.com/in/chris-turner-recruiter">LinkedIn</a>.</p><h2>Achieve Similar Results</h2><p>Chrs Turner Recruitment Ltd delivers measurable hiring outcomes for businesses like yours. Contact our team to discuss your requirements.</p><h2>Frequently Asked Questions</h2><h3>How quickly can you source candidates for niche roles like Maximo Consultants?</h3><p>Our established networks enable us to present qualified candidates for specialised roles within two weeks of engagement. This efficiency stems from pre-existing relationships within technical communities and deep market knowledge that allows rapid identification of suitable candidates who meet both technical and security requirements.</p><h3>What makes security-cleared recruitment different from standard technical searches?</h3><p>Security-cleared recruitment requires pre-screening for existing clearance status, understanding of clearance maintenance requirements, and knowledge of security protocols that affect candidate briefing. This specialisation eliminates delays and ensures only eligible candidates progress through the selection process, improving conversion rates significantly.</p><h3>How do you access candidates who aren't actively job-seeking?</h3><p>Our approach combines direct network outreach with targeted professional platform engagement to reach passive candidates. Established relationships within technical communities provide access to professionals who trust our discretion and expertise, enabling conversations about opportunities that wouldn't occur through traditional advertising channels.</p><h3>What should clients expect from the contingent recruitment process?</h3><p>Contingent recruitment delivers speed and flexibility with success-based fees aligned to outcomes. Clients receive regular updates on search progress, detailed candidate briefings, and support through the offer and onboarding process. The model works best for urgent requirements where time-to-hire is critical for project success.</p><h3>How do you ensure candidate quality in fast-turnaround searches?</h3><p>Quality assurance combines technical screening by specialists who understand the domain, reference checking with previous clients or managers, and detailed briefing sessions that explore project experience and cultural fit. Our network approach means we often have prior knowledge of candidates' capabilities and working styles.</p>