R3 - Piper Maddox - ATX (Power Gen & Clean Fuels)

Key Outcomes

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