Has Your A/E Firm Taken Over Your Identity?

MET • January 27, 2016

Are you known as a civil engineer, architect, landscape architect and planner OR are you known as an employee of your employer?

 

Recently an outstanding executive engineer was set to interview with my client. This engineer had worked as a leader in his firm for 20 years. At the start of the process, he told me had participated in a three-month long interview process for another opportunity only to not receive an offer. He was informed that he was not hired in the previous firm because they thought he was known as “Bill Smith, ABC Engineers.”

 

In other words, he was no longer “Bill Smith, PE, well respected leader in the ACEC engineering community.” Instead he was known as “ABC Engineers’ Bill Smith.” The firm told him that they were concerned that he had been with his employer (and successful) for so long, that his identity with municipalities and agencies was too intertwined with his firm’s identity.

 

This made me wonder: Can a firm take over your professional identity? Do you become the “brand” of your firm?

 

A “personal” or “professional brand” is an identity built around you personally. It is in basic terms, who you are and how you want the world to see you. Personal brands can be flexible and are becoming helpful for use in your career – at all levels.  A “business brand” is an identity built around a company or business. These brands are usually not flexible and can be critical to a firm’s success or failure.

 

Many of us are taught to be aware of our behavior when we attend business functions as we are representing our firms. We typically introduce ourselves by our name and our company affiliation. To separate your professional identity from your company’s is tricky. That is where your personality and relationships come in. You are representing your company, but remember you are also your brand.

 

LinkedIn and other professional social media outlets are helping many of us develop our own “personal/professional brand.” Blogs, participation in technical associations, published technical papers, LinkedIn profiles and published writings (like this one you are reading) are great avenues to have people learn who you are and what you do. For example, after reading this, it would be my hope that when someone asks “Do you know anyone who is an architecture or civil engineering recruiter/headhunter?” that you would reply “Yes. Carol Metzner does that.”

The Metzner Group Blog

When "The Client is Always Right" Isn't Always Right: Navigating Tough Decisions as an Executive Recruiter

By Carol Metzner • October 22, 2025
Last night, I had an unsettling phone call with a client. It pushed me to assess whether "the client is always right." Here is what I came up with: In executive recruitment, "the client is always right" is a guiding principle. After all, clients trust us to understand their needs, align with their vision, and deliver top-tier talent. But what happens when that principle collides with another: the duty to place candidates into environments where they can thrive? Every recruiter has that moment of realization—a client may seek a professional, but their leadership style, company culture, or expectations send up red flags. Perhaps their demands are unrealistic, or their treatment of candidates raises ethical concerns. These situations challenge recruiters to balance two critical priorities: maintaining client relationships and protecting candidates from potentially detrimental placements. As recruiters, we’re not just matchmakers but stewards of careers and livelihoods. Candidates trust us to help them take the next step in their professional journey. If a client demonstrates behaviors or values that could lead to a toxic environment, we must assess and address the situation with integrity. This doesn’t mean severing ties with challenging clients immediately. Open communication is key—have a candid conversation to understand their expectations and share your observations. Sometimes, clients are unaware of how their actions or words come across and are willing to adjust. However, if it becomes clear that their approach contradicts your commitment to ethical placements, it may be time to reconsider the partnership. Ultimately, I have decided that "the client is always right" has its limits. As an executive recruiter, my reputation hinges on filling roles and making placements that benefit both sides. Walking away from a mismatched client might feel like a loss in the short term, but in the long run, it reinforces my integrity and ensures the candidates I work with continue to see me as an ally in their careers. After all, my genuine client is the principle of finding the right fit—for everyone involved. What are your thoughts? #civilengineeringexecutivesearch #architectureexecutivesearch #executivesearch #AEP #ethics #recruiterinsights

Strategic Career Choices: Beyond the Bottom Line

By Carol Metzner • October 22, 2025
Many of us understand the significance of both short-term gains and long-term investments. When evaluating a new opportunity, the financial package plays a critical role—it reflects the value of your expertise and supports your aspirations, both today and in the future. However, compensation should not be the only compass. A truly strategic decision considers how the role aligns with your vision, challenges your abilities, and fuels your capacity to lead with impact. The right opportunity integrates financial reward with culture and mission that drive fulfillment, growth, and purpose. One should not accept an offer solely based on money, nor should one reject an offer solely because of financial reasons. Leadership is about balancing head and heart, value and vision. Let’s prioritize decisions that secure not just wealth but meaning. What principles guide your career decisions? #Architecture #CivilEngineering #ExecutiveSearch #Recruiter #AE #RecruiterInsights