Estimators, project managers and site managers, hired for more than their resume
For builders and property developers hiring estimators, project managers, site managers and contract administrators. Every candidate is interviewed and tested for attitude, aptitude and behaviours before you meet them.
Construction has grown across most of Australia, and experienced estimators, project managers, site managers and contract administrators are hard to find. A keyword search across resumes is the easy option, and it often feels like the only one. It tells you where someone has worked. It doesn’t tell you how they’ll handle a trade who’s running late, a variation the client is disputing or a program that has slipped two weeks.
Each brief starts with what the role needs on your projects. These are the capabilities we most often assess for.
Attention to detail, numerical accuracy and the discipline to price to a deadline without cutting corners.
Planning, commercial judgement and the ability to keep clients, consultants and trades moving in the same direction.
Leading trades on site, holding quality and safety standards, and solving problems before they hit the program.
Accuracy with variations, claims and documentation, and working well between the office and the site.
Our recruitment process tests what a resume cannot show at every stage, so you only meet the people worth meeting.
We start with your business and the talent pools it usually draws from, then look at other pools where people likely to perform in the role can be found. The brief aligns the business on what success looks like on site and in the office.
We write the job ad, screen the applications, and run a phone interview and a behavioural interview before any candidate meets the hiring manager.
Every role we recruit for includes psychometric, aptitude or cognitive testing, so you see evidence of how a candidate is likely to work, not just how they present.
The hiring manager receives each candidate’s strengths, development areas and how both are likely to show up in the role, ahead of the final interview.
Trades and suppliers hold more power than they used to, so a project depends on how well the office works with the site and the site works with the trades. We assess how a candidate engages across those relationships, not just whether they’ve held the title before.
The result for the business is margins held, projects delivered on time and fewer headaches on the way to the next development.
Most of our clients engage us end to end. For some roles, assessment only is the better fit. If you are unsure, tell us about the role and we will recommend an approach and explain why.
Inject runs the whole process, from job brief to first day. You meet only the candidates worth your time.
Suits roles where:
Inject runs psychometric testing, a phone interview and a behavioural interview for candidates sourced by your business or a recruitment agency. The hiring manager receives a written assessment of each one, so you can see who is likely to perform before you decide.
Suits roles where:
“We went to Inject because we simply didn't have time to hire the wrong person. We couldn't deal with another recruitment agency sending us forms to fill out trying to fit our needs into their tick boxes. The end result was better than we had hoped for. Our hire is doing extremely well, a key staff member who has helped us to grow the business.”
KristyRight Angle Studio“Inject’s psychometric testing and analysis service has been invaluable to our hiring process. Rather than conducting ad-hoc behavioural interviews, they provide detailed analysis reports with recommended behavioural-based interview questions tailored to each candidate. This has allowed our leadership team to conduct more effective interviews focused on role-specific competencies.”
Ewan RamseyRamsey Property Wealth“They act as true partners, taking the time to ask good questions and understand what makes the business tick. They build capacity and capability, leaving behind strong foundations that continue to add value well beyond the assignment.”
Jamie SinclairFormer CEO, Empower WealthA recruitment agency is paid when a candidate is placed, so its process is built around the placement. Inject is engaged by your business, works as an extension of your team and tests every candidate before you meet them. Every candidate is assessed on attitude, aptitude and behaviours as well as experience.
Estimators, project managers, site managers and contract administrators, along with other office and site roles. Each is assessed against what the role needs on your projects.
Yes. Inject works with construction and property development businesses.
Yes. Assessment only covers candidates from your own network or an agency. Inject runs psychometric testing, a phone interview and a behavioural interview, and the hiring manager receives a written assessment of each one.
Yes. The same consultants support HR, recruitment and training, so new hires are supported well beyond their first day. See HR for construction.
