Technology professionals in Construction and Engineering often need to operate across both corporate and project environments. In addition to strong technical capability, candidates may need experience working with project teams, engineers, contractors and site-based stakeholders, as well as an understanding of tight delivery schedules, commercial pressures and safety requirements. We assess these practical considerations alongside technical skills to identify people who can perform effectively within the realities of the sector.

We recruit across digital engineering and BIM, data and analytics, cyber security, cloud and infrastructure, enterprise platforms, software and integration, project systems, project delivery and digital transformation. This includes both specialist technical positions and technology leadership roles supporting organisation-wide or project-specific initiatives.

Yes. We recruit technology and digital specialists supporting BIM, digital engineering, common data environments, design technology, information management and connected project delivery. Depending on the requirement, this can include people working directly within digital engineering teams as well as technology specialists responsible for the platforms, data and infrastructure supporting them.

Both. Contract recruitment is particularly valuable for transformation programs, major project mobilisation, systems implementations, technology upgrades and periods where specialist capability is required quickly. Permanent recruitment is often more appropriate for core technology capability, leadership positions and roles requiring long-term organisational knowledge. Many clients use a combination of both.

Yes. We recruit for corporate, project office, regional and site-based positions. For project-based roles, we establish requirements around location, travel, site access, working arrangements and project duration at the beginning of the process. This allows us to target candidates who understand the environment and are comfortable with the practical requirements of the role.

Yes, and these candidates can be particularly valuable. Many technology roles within the sector require more than technical expertise. They require people who understand how technology is used by project managers, engineers, commercial teams, site personnel and other operational stakeholders. Where sector experience is important, we specifically target candidates who have previously delivered technology within construction, engineering, infrastructure or comparable project environments.

Yes. We recruit professionals across ERP, project management, document management, asset management, finance, procurement, scheduling, estimating and other enterprise and project platforms. This can include technical specialists, business analysts, implementation consultants, project managers, change professionals and platform leadership roles.

Both. We can manage a single specialist search or coordinate recruitment across multiple technology disciplines at the same time. For larger team builds, we take the time to understand the project, operating model, technology environment and relationships between corporate and delivery teams before commencing the search.

Many experienced technology professionals are not actively applying through job boards. They move through professional networks, referrals and direct approaches from recruiters they trust. Clicks draws on more than 30 years of technology recruitment experience, established industry relationships and a database of more than 200,000 pre-qualified technology professionals. We combine this network with targeted market mapping and direct sourcing to find people with the required technical and sector experience.

Yes. Salary and contract-rate expectations can vary significantly depending on technical specialisation, location, project requirements, employment type and the level of sector experience required. Our IT Salary and Rates Guide covers more than 200 technology roles, and our consultants can provide more targeted advice on talent availability, remuneration, likely hiring challenges and realistic recruitment timelines.