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.

Key Takeaways

• EAM consultancies face significant challenges sourcing specialist infrastructure talent through traditional job boards.

• High-volume applications from unqualified candidates create time-consuming screening burdens for hiring teams.

• Proactive recruitment through established professional networks delivers qualified candidates faster than reactive advertising.

• Detailed briefing sessions with hiring teams ensure complete understanding of role requirements and realistic expectations.

• Regular communication and agreed timescales throughout the search process improve client satisfaction and candidate experience.

The Challenge of Sourcing EAM Infrastructure Talent

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.

Targeted Recruitment for EAM Roles

Chris Turner, Director at Chris Turner Recruitment, 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.

Achieving Rapid Placement Success

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 client'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.

How to Source EAM Infrastructure Talent Effectively

1. Step 1: Map the technical market. Identify companies using similar EAM systems and infrastructure frameworks to understand where qualified candidates currently work.

2. Step 2: Conduct detailed role briefings. Challenge hiring teams on essential versus desirable requirements to avoid over-specification that limits the candidate pool.

3. Step 3: Engage passive candidates directly. Use professional networks and industry connections to approach employed professionals who match the technical profile.

4. Step 4: Pre-qualify against technical criteria. Screen candidates thoroughly before presentation to ensure they meet core competency requirements.

5. Step 5: Coordinate interview logistics efficiently. Agree realistic timescales with both client and candidates to maintain momentum throughout the process.

Frequently Asked Questions

Ready to Fill Your EAM Infrastructure Role?

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.

What is your typical candidate screening process for EAM Infrastructure roles?

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.

How do you ensure candidates are a good long-term fit for our EAM consultancy?

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.

Can you assist with EAM Infrastructure roles requiring specific security clearances?

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.

What geographical areas do you cover for EAM Infrastructure recruitment?

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.

About the Author

Chris Turner, Director. 25 years experience in Consultancy & Professional Services recruitment, specialising in Enterprise Asset Management & Physical Infrastructure. Proven track record sourcing niche talent for UK & international clients, from SMEs to global engineering firms. Builds robust networks to deliver critical hires.