Hand us the search, or lead it yourself with STARselect.
Two ways to hire, one standard of evidence. Choose whichever suits your roles, your timeline and your team.
ConstructEng Australia fills the role
- Brief us on a specific role and our consultants run the whole search: advertising, headhunting, screening, reference checks and a focused shortlist of 2–4 candidates.
- Every step is done by us, with the rigour set out on this page, backed by our 15,000+ professional network and our own STARselect software.
- You meet only the candidates who genuinely fit, and we stay with you through to offer.
- Best for senior, niche or hard-to-fill roles, or when you don't have the time or the team to recruit.
STARselect for your own team
- Use the same software we use, yourselves: talk to it to add a vacancy or ask about a candidate, map the market on your own LinkedIn and download it to Excel, score every applicant against the role description, check the evidence in their CVs, pre-screen, interview with tailored STAR guides, check references, send shortlists to your hiring managers, and combine the score, evidence check and pre-screen answers into one document for your client or hiring manager.
- For recruitment agencies: find new clients advertising roles now, and match each candidate to the jobs advertised now that suit their CV.
- Your team runs every step, for as many roles as you like. See pricing.
- Works for any role, in any industry, anywhere in the world.
- In the unfortunate event you ever have to make redundancies, STARselect Check can help the people affected strengthen their CVs: its evidence check shows what is well backed, what is vague or unsupported and what is worth checking, with a prompt for every finding to make their CV stronger.
- Best for employers with their own recruiters or hiring managers, and recruitment agencies.
Not sure which suits the role? Talk to Simon.
Recruitment Philosophy
ConstructEng Australia has a track record of successfully filling difficult assignments. We understand that there is a shortage of high-quality candidates. Often it is not possible to shortlist more than one or two suitable applicants. Where other companies will send through numerous CVs, we will often only send one. We have a 90% ratio of candidate submission to employment offer.
Often recruiters will send multiple CVs and expect their client to qualify and select suitable applicants. At ConstructEng Australia we put service above everything else. By acting as a recruitment consultant, we are able to properly manage the hiring process. In the first instance we will often take references and include these on submission of the applicant's CV. This ensures that the skills and experience meet the standards and quality required for an advertised position.
In many instances candidates we work with have been known to us for many years. ConstructEng Australia operates a relationship management approach to ensure regular contact is made with the people on our system.
Ethical Recruitment
We believe in honesty and enjoy finding outstanding candidates for our clients. Some of the people we placed more than a decade ago are still with the same employer today. ConstructEng Australia promises not to approach people who have been placed by our company about new positions they may be suitable for.
What you get when we work together.
Every search starts with understanding the role properly: the team, the person, and what genuinely differentiates the opportunity. From there, we run a consistent, evidence-based process so every hiring decision is backed by structured, comparable evidence rather than gut feel.
Clear timelines
You'll know upfront whether a search is passive, proactive, or both, and what to expect at each stage.
Evidence-based screening
Every candidate is assessed against the same structured criteria, not impressions.
Full visibility
Tracking sheets and shortlist ratings mean you always know where a search stands.
Discretion when it matters
Sensitive and executive searches run confidentially, without your name attached until a candidate opts in.
Two paths, matched to your role.
The right approach depends on role seniority, market scarcity, and urgency. Often, it's both at once.
Advertise & Attract
- High-volume job boards for maximum reach and stronger shortlisting control
- Every applicant scored against your role description with our own STARselect software
- Careers page promotion shared across professional networks
- Best for well-defined roles with a strong likely applicant pool
Search & Headhunt
- AI-powered market mapping and targeted search, with our own STARselect software
- Warm outreach to passive candidates who aren't actively looking
- Option of an NDA for confidential, discreet roles
- Best for senior, niche, or historically hard-to-fill roles
Rigour before a single interview happens.
Every application is assessed against a consistent lens before any conversation takes place, so the candidates you meet are genuinely worth your time.
The structured first-round screen.
Every shortlisted candidate gets the same first conversation, covering:
Preferred candidates then meet the hiring team in person, evaluated on the same structured basis.
Start with what already exists.
Before a single new search is run, we check what's already known:
- Review previously interviewed candidates for this or adjacent roles
- Review previous applicants who may now be a stronger fit
- Ask the hiring team for names worth revisiting
- Check tracking spreadsheets for flagged future-interest candidates
Building the shortlist.
Build the search
A dedicated project is created and targeted profiles identified across professional networks.
Shortlist & rate
You review each profile (a simple Good Fit or Not a Fit call) before any outreach happens.
Track & share
A live tracking sheet keeps you updated on progress at every stage, no chasing required.
AI-assisted, still evidence-led.
We use AI to work faster, never to replace judgement. Every AI-assisted step still feeds into the same structured, evidence-based process described throughout this page.
AI-powered market mapping
Our own STARselect software works with LinkedIn and LinkedIn Recruiter to map the market and build talent pools faster, surfacing candidates a manual search could miss.
AI-assisted shortlisting
STARselect scores every application against your role description, with the reason for each rating, so more of our time goes to the candidates genuinely worth a conversation.
Tailored outreach, not templates
AI speeds up drafting: every message is still reviewed and personalised before it goes out, never a mass template.
Confidential & executive searches.
For sensitive or senior appointments, discretion protects everyone involved. Target candidates are approached by an independent contact who does not disclose the engaging organisation until the candidate confirms genuine interest.
- No employer name disclosed upfront
- Employer named only once a candidate confirms genuine interest
- Ideal for replacing a current incumbent discreetly
- Protects candidates who are currently employed