We don't force every search into one structure. Some roles need the commitment of a retained process. Others move faster on a contingent basis. Projects need something else entirely, and a defined delivery window is usually better filled on contract than permanently.
Beyond filling roles. Most of these started as a question a client asked us during a search, and ended up as something we do properly.
A complete view of who exists in your target market, named and mapped with current employer, tenure and reachability. Delivered as a live database with ongoing updates, not a static report that goes stale. Useful well before you are ready to hire.
Compensation data that reflects the market rather than a job board. Cut by role, seniority, state and sub sector, and backed by our own placement data. Used for budget setting, counter offer decisions and pay reviews.
Strategic guidance on workforce planning, organisational design and employer brand. Where the hiring plan outruns the market, we work through the alternatives with you rather than quietly failing to fill the roles.
Who is winning work, who is hiring, who is losing people and why. Built on our proprietary project databases and the LUVI Project Tracker, and shared as a live view rather than an annual report.
Structured reference calls written up properly, on candidates you have sourced yourself as well as ours. Useful when an internal promotion or a direct applicant needs the same rigour as a search.
Developer to EPC. Investor to operator. Software to utility. We use our network to facilitate strategic introductions across our client base, and we are open about where a fee applies.
A retained executive search runs from initial briefing to placed candidate in eight to twelve weeks. Here's what happens in each stage.
Founder led session. Interrogate the brief, test positioning, align on success.
Inside seven days. A complete named map of the talent market for your role.
Personal outreach to top candidates. No mass emails. Direct, with your story told.
Four genuine candidates. Interviewed by a founder. Written briefing pack. Recommended.
Coordinate every stage. Prepare candidates honestly. Reference check thoroughly.
Negotiate the offer. Handle counter risk. Stay close through the first 90 days.
Five reasons clients choose us over the global search firms and the big desks.
No account managers, no handoffs, no junior staff running senior searches. Lucas or Vinnie, from brief to placement.
Three proprietary databases covering 3,100 projects plus 850,000 reachable candidates. We bring receipts to every brief.
We only work where we have genuine depth. If we're not the right firm for your role, we say so and make the introduction.
Curated shortlists, not CV floods. Placement retention at 24 months averages above 90 percent.
No volume kickers, no hidden retainers, no CV submission fees. The price we quote is the price you pay.
Four recent engagements across solar EPC build out, national grid delivery and new market entry. Client names held in confidence. Happy to reference check on request.
Lucas partnered with the client's Managing Director to appoint 65 professionals over six months. Expanded their Australian head office and built EPCM site teams across three utility scale solar farms. Delivered through workforce planning, candidate information packs, targeted marketing, screening, interview management and onboarding.
Lucas and Vinnie partnered with the client's General Manager of EPC to stand up their Australian operation. Established the Melbourne head office and delivered site based EPCM teams for two solar farm builds. 18 positions across project leadership, engineering, HSE, quality and construction in three months.
Established the client's Auckland head office and site based EPCM team for their New Zealand solar farm. Delivered over 12 months with scalable recruitment processes now feeding ongoing operations. Workforce planning, position description development, sourcing, screening, marketing and onboarding.
Lucas partnered with the client to establish a new PMO and delivery model for their national connections team. Offloaded engineers from day to day operations and boosted customer service via dedicated project managers overseeing connection projects. 12 positions delivered over six months across project management and senior power systems engineering.
Recruited six specialist rail electrification roles for a tier one engineering consultancy delivering a major Australian rail project. Three Overhead Wiring and three Traction Power specialists placed across project management and overall design. Niche discipline, narrow talent pool, all hires completed through targeted search.
Partnered with a private developer in the utility scale solar and battery storage space across a twelve month engagement. Built out the senior development leadership team plus specialist delivery roles across land, planning, commercial and engineering.
Worked with a commercial and industrial solar business moving into their first utility scale EPC projects. Delivered workforce planning, new org chart design, evaluation of existing employees, and recruitment of the full delivery team. Set them up to deliver their first utility scale project.
Delivered a full Operations and Maintenance team for a global wind turbine OEM across a two month engagement. Placed an O&M Manager plus six Travelling Service Technicians to service the OEM's growing Australian installed base.
Want the detailed version? See the full track record.
The shortlist was four deep. All four were genuinely hireable. That's the difference between LUVI and everyone else we've used.Confidential Client, Utility Scale Developer