Construction, engineering & manufacturing
From concept to completion, you need people who care about detail.
Mission accomplishment: Financial Controller for Linian
Mission accomplishment: Change Lead at Weir Group
Insider assessment.
The people you need might not be where you expect.
Finding the right people in construction, manufacturing and engineering can depend on more than who’s available. Location, salary, working patterns and transferable sector experience can all shape the search.
Our Talent Intelligence Report gives you a clearer view of the market around your role, where the relevant talent sits and what could help you attract it.
1
Intelligent recruitment.
The right search starts with knowing what you really need.
We get close to the brief, the business and what this person needs to deliver. Experience matters, but so does the environment they’ll be working in, the people around them and what success needs to look like.
Then we look at the market. Where the right experience sits, what talent is available and what could make the difference to your search.
BrandBox Echo™ helps us understand how your organisation is perceived by candidates. BrandBox™ helps us bring the opportunity to life.
From there, we run a focused search and stay close through the process, offer and onboarding.
Ready to start your search?
2
One size never fits all
Sometimes you need a quick fix. Other times, you need strategic insight at the right moment.
We offer both.
Denholm Shorts for fast, contract and interim support and Game Changers for fractional leaders.
When there’s an immediate need, speed and reliability matter. Denholm Shorts brings in experienced professionals who can step in quickly, take ownership, and keep things moving.
While some moments call for the kind of experience that shapes direction.
Game Changers brings in senior leaders on a fractional basis, giving you access to that level of expertise, without the need for a full-time hire.
Need something more flexible?
3
Solutions made to measure
Talent strategy & delivery models
Not every hiring problem starts with a vacancy.
Sometimes it’s the way roles are shaped. How decisions get made. Or how the team has grown over time.
We step back and look at it properly.
What does the team actually need next. Where are the gaps. What needs to be built, and what needs to change.
From there, we shape a way of hiring that fits.
That might mean defining roles more clearly. Rethinking structure. Or changing how and when people are brought in. The result is a more deliberate way of hiring.
Thinking beyond the next hire?
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No stone left unturned
Executive search
Some roles define how an organisation delivers, grows, and performs over time.
We take the time to understand what that really means in your organisation. Where things stand today, where you’re heading, and what this person needs to take on and build.
From there, we map the market. Focusing on leaders who’ve operated at scale, led complex environments, and understand the weight of responsibility that comes with it.
We see beyond the CV and look closely at how they lead, how they make decisions, and how they operate under pressure. McQuaig adds a deeper read on behaviour, style, and fit.
And we stay close through the decision and into the role itself. Because this goes beyond filling a position. It’s about who takes responsibility for what comes next.
Considering a senior appointment?