R3 - Piper Maddox - ATX (Power Gen & Clean Fuels)
Job Description
R3 - Piper Maddox - ATX (Power Gen & Clean Fuels)
Key Outcomes
Clint Mackenzie will recruit a delivery consultant for Vanessa's team in Austin, targeting 4-5+ years engineering delivery experience, ideally female, from renewable/manufacturing background. Search starts next week with weekly Friday updates to stakeholders. 123
Role Requirements
Must-Have Experience
Engineering delivery background: Manufacturing, technical roles, ideally renewable energy sector 2
Minimum 2 years delivery experience, ideally 4-5+ years for R3 level 34
High-volume capability: 4-5 jobs minimum, 10 CVs/week baseline, 50% interview conversion 5
Cold calling comfort and phone-based delivery approach 5
Personality & Culture Fit
Highly structured and organized - non-negotiable world-class basics adherence 5
Humble, hard worker comfortable with Austin's quirky, fun office culture 6
Preference for female candidate to balance male-heavy office 56
Not BD-focused: Candidates wanting to step back from 360 BD roles are ideal 78
Team Context
Current Structure
Team size: 2 people (Vanessa as AM1M1, Sophia as R2) 69
Office growth: Expanding from 10 to 20 people over 24 months, operating at 30K PPH per head 10
Future vision: Delivery team will expand across all three brands (Piper Maddox, Harper Harrison, Lawrence Harvey) with specialists building sub-teams 1011
Value Proposition
Tailored management style to individual needs while maintaining core standards 12
Multiple incentives: Recent wins include boat trip, Six Flags outing, weekly spin-the-wheel prizes 1213
Cross-brand exposure: Work with nuclear team, EPC commercial team, multiple consultants 12
Career progression: Vanessa promoted from delivery consultant to AM1M1, Sophia recently promoted 1013
Target Companies
British firms: JD Ross, Bright Smith, Spencer Ogden (360 consultants wanting delivery focus) 714
US firms: Robert Half, Franklin & Fitch, Aerotech (large split-model operation) 7
Cautious approach: Insight Global flagged as potential poor culture fit (fraternity/sorority environment) 15
Secondary pool: Internal recruiters from large corporates seeking agency return 16
Search Strategy
Clint's Approach
Start strict, broaden gradually: Begin with 4-5 years, engineering, renewable, female; open criteria as needed 417
Introduce off-brief candidates with clear rationale if personality/potential strong 17
Weekly Friday updates covering outreach numbers, rejections, scheduled calls, pipeline status
Flexible hiring scope: Can present C1-M3 candidates for any Austin role, not just this position
Timeline
No activity this week: Clint prioritizing SciPro New York leadership role 19
Active search starts next week when James returns from leave 19
Coordination with Kevin on priority role allocation required 415
Pending Confirmation
Alignment with Kevin on Clint's role priorities and capacity allocation 415
First candidate pipeline review (next Friday)
Action Items
Clint: Begin targeted outreach next week to engineering delivery consultants in Austin market 19
Clint: Send first weekly update email Friday covering search activity and pipeline status 1819
Clint: Sync with Kevin on workload distribution across New York, Miami, LA, and Austin roles