Senior Recruitment Consultant - Civil & Structural Perm

Up to £35,000 Basic + Commission to 30% + Quarterly Bonuses

What if your next desk was already billing £15k a month before you arrived?

Not because you're replacing the recruiter who built it.

Because there's enough opportunity to justify adding another one.

This is an opportunity to join an established Civil & Structural Engineering Design recruitment team , taking ownership of a clearly defined permanent market with long-standing clients, live vacancies and relationships developed over more than a decade.

You'll inherit a desk currently generating around £15,000 per month , working within a privately owned Built Environment recruitment business of more than 90 people.

The immediate opportunity is already there.

The challenge is to find out how much bigger you can make it.

You'll recruit permanent Civil & Structural Engineering professionals into engineering consultancies across London and the South East .

The client portfolio spans major multidisciplinary consultancies, specialist engineering businesses and smaller independent design practices.

Typical appointments include:

with recruitment spanning Graduate level through to Associate and Director appointments .

And you're not walking into a cold market.

You'll inherit genuine repeat clients, active relationships, live requirements and an established candidate database built through more than ten years of trading in the sector.

The existing desk is currently producing around £15k per month .

But this isn't an account-management job.

You're being hired because the business believes considerably more can be developed.

You'll take responsibility for deepening existing accounts, opening further relationships within established consultancies, developing new clients and continually strengthening the candidate network around your market.

With typical salaries around £50,000 and fees averaging approximately 18% , the desk economics are straightforward.

For a strong recruiter who develops the existing platform rather than simply maintains it, there is a realistic opportunity to build towards £300k+ annual billings .

You'll also have one particularly useful advantage.

The Director leading the function personally built the Civil Engineering Design desk .

They remain active in the market, know the clients and can make genuine introductions rather than simply handing you a list of companies somebody worked with five years ago.

In a candidate-short technical market, that combination of client access, historic candidate data, live vacancies and genuine market knowledge gives an incoming recruiter a considerable head start.

This is a privately owned specialist recruitment business employing more than 90 people , focused entirely on the Built Environment.

That distinction matters.

Engineering isn't a small technical desk sitting inside a recruiter whose real business is Finance, Technology or HR.

The Built Environment is the business.

The wider Engineering Design team comprises six recruiters operating across complementary markets including Civil & Structural Engineering and Building Services , creating a useful concentration of knowledge and candidate relationships without everybody competing for the same desk.

Your market is clearly defined.

Your clients and specialism are yours to develop, while you're surrounded by colleagues speaking to related candidates, consultancies and markets every day.

The company has invested significantly in the resources, systems and tools its recruiters need to perform, alongside an established brand and reputation within the sector.

Its approach to performance is equally straightforward.

This isn't a business pretending numbers don't matter.

They do.

But activity and outputs are measured transparently and used to understand performance and help consultants improve results, rather than creating arbitrary KPI theatre.

For an experienced recruiter, that means knowing what's expected of you, understanding how you're performing against it and being supported to improve where necessary.

Quality, consistency and commercial results matter more than simply appearing busy.

The obvious fit is an experienced Civil or Structural Engineering recruiter who wants access to a stronger platform, better-established client relationships and considerably more scope to develop their earnings.

But direct Civil Engineering recruitment experience isn't essential.

The business is equally interested in strong recruiters from adjacent technical Engineering markets such as:

The common denominator is an understanding of technical, candidate-short recruitment .

You know that the best engineer on the market probably isn't sitting on a job board waiting for your call.

You understand how to build credibility with technically knowledgeable candidates, manage longer-term relationships and keep working a market even when the obvious candidate pool has been exhausted.

You may currently be doing that without much help from the business around you.

Perhaps Engineering is an add-on within your current company rather than a core market.

Maybe you can win jobs but don't have the historic candidate network to fill enough of them.

You could be building every client relationship yourself because there is little established market presence above or around you.

Or perhaps you're producing good numbers but can't see what changes if you produce even better ones.

This offers a different starting point.

A recognised Built Environment brand.

A £15k-per-month existing desk.

Ten years of client relationships.

An established candidate database.

A six-person Engineering Design team.

And a Director who has actually built the market you're joining.

What you do with it is then largely down to you.