Architecture and engineering hiring fails in predictable ways: vague titles, compressed salary bands, “must know every software,” and recruiters who cannot tell a structural PE from a project engineer. The candidates you want are busy delivering work. They respond to precision.
Recruit 619’s A&E and industrial automation desks are built for that precision — architects, civil and structural engineers, MEP, project engineers, CAD / BIM, controls, PLC / SCADA, and integration talent.
Write the technical truth in the brief
List the codes, delivery methods, software stack, and client types that define the seat. Say whether licensure is required now or supported later. Say how much client-facing time exists. Engineers do not need marketing copy; they need an accurate map of the work.
Compete on growth and mentorship, not perks theater
Strong A&E candidates ask who they will learn from, what projects are on the board, and whether the firm invests in licensure and technical depth. That aligns with how Recruit 619 was founded: mentoring people personally and professionally, not treating humans like order tickets.
- Path to PE / RA support and exam time
- Project mix for the next two years — not a glossy capabilities deck only
- Hybrid / field expectations for site and plant work
- Team size and review culture (who stamps, who mentors)
Industrial and automation roles need plant fluency
Controls and automation searches die when the brief ignores environment: brownfield vs. greenfield, OEM vs. integrator, travel percentage, and which platforms are non-negotiable. Speak that language up front and you stop wasting senior candidates’ time — and yours.
Placement that lasts starts with a recruiter who can hold a technical conversation without bluffing.
Brief an A&E or automation search through request talent, or read more about architecture & engineering and industrial automation on our industries page.