You've got your RPEQ. You've got seven-plus years under your belt. You're running projects, managing clients, mentoring junior engineers - and probably doing it without much recognition or room to grow.
That's the bit most firms get wrong. They'll give you the work, but the development, the progression, the sense that someone's actually invested in you? That dries up fast once you're past mid-career.
This is a different setup.
A multi-discipline consultancy - civil, structural, environmental - partner-led, around 100 people, with offices across the eastern seaboard. Growing steadily, not recklessly. The forward pipeline is strong enough that the constraint isn't projects - it's finding the right people to deliver them.
A civil engineer joined one of their interstate offices about twelve months ago. Within six months, he'd stepped into a leadership position. Not because he waited for someone above him to leave. Because the business recognised what he brought - organisation, adaptability, the ability to walk into a varied caseload and bring calm and structure - and backed him accordingly.
The Brisbane team wants that again.
They need a Senior Civil Engineer who can lead projects from scoping through to delivery, manage client relationships without being hand-held, and bring genuine structure to how the team operates. The work spans urban development, subdivisions, infrastructure and local government projects - varied enough that you won't be pigeonholed, technical enough that your experience actually gets used.
The leadership group is young - partners in their 30s and early 40s - which means progression isn't theoretical. It's happening. Salary reviews happen annually and are genuinely honoured. Not a tick-box exercise that gets pushed to next quarter.
Could you walk into a new team and earn a leadership conversation within six months? Not through self-promotion - through how you manage a project, how you bring a client along, how you lift the people around you without being asked. That's what they're looking for. Not a keyword list. A person.
You'll need your RPEQ and at least seven years of consulting experience. Project management ability that goes beyond tracking programmes - actual ownership of scope, budget, client expectations and team output.
A genuine salary review process. A leadership team is still close enough to the tools to understand what you do. A forward book that means job security without anyone having to say it. And a business where someone who joined twelve months ago is now running an office.
That kind of trajectory doesn't happen everywhere. But it could happen for you.
If that sounds worth twenty minutes of your time, reach out to Dan at Anjuna People. No obligation, no pressure, and I'll give you an honest view of whether it's the right fit before we go any further.
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