Do you work with firms as well as operators?

Yes. The sequencing is different because you hire against awarded and forecast work instead of one turnover date, and the engagement is scoped that way.

How do you handle travel expectations?

Travel percentage, rotation, per diem and home base are agreed before outreach and stated in the first candidate conversation.

Can you help with compensation benchmarking?

Yes, using expectations observed in live conversations by market and level, delivered as part of a search or as a standalone research engagement.

Who we serve

Recruiting for Commissioning and Engineering Firms

Critical Path Hiring recruits for commissioning agencies and engineering firms hiring against project awards: commissioning authorities and QCxP agents, commissioning managers, startup and IST technicians, controls validation engineers, and the design and MEP engineering seats that feed the work.

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Hiring situations

A project award requires coverage that the current bench cannot staff.
Travel-heavy roles keep failing at the offer stage.
Senior commissioning candidates are committed to competing projects.
Growth needs a repeatable interview and scorecard process.

Roles

Commissioning authorities and QCxP agents
Commissioning managers and directors
Startup, IST and field technicians
Controls and BMS validation engineers
MEP design and field engineers

Engagements

Engagement types

Fixed-fee research or a fixed monthly search retainer. We commit to the work, and we do not guarantee a hire.

Embedded Search Sprint

A recruiter inside your process for a defined sprint. See homepage engagement scopes.

Talent Intelligence Sprint

Fixed-scope market read before headcount is committed. See homepage engagement scopes.

Fractional Talent Partner

Recruiting leadership and systems support tied to your hiring plan.

Selective Executive Search

Focused search for a leadership seat that carries the plan.

FAQ

Questions

Do you work with firms as well as operators?: Yes. The sequencing is different because you hire against awarded and forecast work instead of one turnover date, and the engagement is scoped that way.
How do you handle travel expectations?: Travel percentage, rotation, per diem and home base are agreed before outreach and stated in the first candidate conversation.
Can you help with compensation benchmarking?: Yes, using expectations observed in live conversations by market and level, delivered as part of a search or as a standalone research engagement.

Commissioning recruiting

How each commissioning pool is screened.

Controls and BMS recruiting

The controls software side of commissioning validation.

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Named supply and compensation reality by metro.

Other segments

Next step

A short hiring diagnostic covers the role scope, the local market and pay, and ends with a recommendation.

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