A/E Project Engineers to the C-Suite. Attracting and Retaining Staff in 2021
Carol Metzner • April 23, 2021
The talent market for architects and civil/environmental engineers is at an all-time competitive high. Consulting firms, public agencies and municipalities are struggling to find candidates. Recruiters and talent acquisition leaders are crafting value proposition presentations to encourage potential candidates to consider even informal conversations. In response, employers are resorting to strong financial counter offers and, in some cases, unrealizable promises to keep staff from leaving. Salary, bonus and stock increases, work from home and flexible work hours are back in the spot light.
If 2020 taught us anything, it was that life is too short to work for a firm that doesn’t appreciate or recognize its staff – at all levels.
Executives find themselves frustrated with decisions that their Board of Directors made last year. These executives are confidentially exploring opportunities that give them increased input and control. Similarly, increases in mergers and acquisitions leave many leadership staff competing for their current roles or moved into others. These executives, who were seemingly content and unobtainable prior to the pandemic, are ready to explore new horizons. Competition is fierce for firms that turn to acquisitive growth. They are looking to supplement expansions with strategic hires. Attracting and hiring market-specific sector leaders and experienced operations executives are keys for firms reaching 2021/2022 initiatives. Candidates are evaluating their future boss, ability to contribute to the company in a meaningful manner and financial incentives that reward personal success.
Attempting to attract, hire and retain all levels of project staff was challenging pre-pandemic and has only increased in difficulty. Employers must offer more than salary to attract these viable candidates. Many are looking closely at flexible return to office policies, company culture, challenging projects and most importantly opportunity for advancement. If employers can’t show a clear path for advancement, then they don’t stand a chance against a competitor with transparent goals.
Has your company re-designed incentives for 2021 to retain and attract top talent?
The Metzner Group Blog
As a recruiter, I move fast—searches, decisions, conversations that shape careers. But Thanksgiving reminds me to slow down, breathe, and appreciate the bigger picture. Gratitude isn’t just seasonal; it’s the foundation of meaningful relationships and clearer perspective. Each person I meet reminds me of resilience, ambition, and possibility—and that’s what keeps me inspired. Wishing you time to decompress, reconnect, and carry that spirit into the season ahead.
We’ve all seen it: a colleague facing a career crossroads reaches out to every connection they’ve built — asking for introductions, advice, or simply a listening ear. Many of us respond, because we understand the stakes. The fear of unemployment or being in a role that no longer fits is real. But then they land. The pressure lifts. And when others reach out to them for support, the response is… silence. In today’s climate, where so many talented A/E/C executives are exploring new opportunities, navigating leadership transitions, or rethinking their next chapter, let’s remember that networking is a two-way street. ✅ If someone helped you during your search, be the person who helps them now. ✅ If you’re in a stable role, take a moment to respond to those reaching out. ✅ If you’re navigating change, lean on your network — but also nurture it. The consulting engineering sector thrives on collaboration, trust, and long-term partnerships. Let’s extend that same spirit to how we support one another professionally. We rise by lifting each other — not just when we need help, but when others do.
