In this episode, I talk to Bryce Batts, co-founder of Career Collective, about AEC talent acquisition strategies that help firms build careers and cultures aligned with core values. We explore how organizations in the AEC industry can stand out in a competitive talent market, avoid common hiring missteps, and foster inclusive, future-ready workforces.
Engineering Quotes:
Here Are Some of the Key Points Discussed About AEC Talent Acquisition Strategies for Building Inclusive, Future-Ready Firms:
- Staffing and retention are essential to sustaining project delivery and firm growth in today’s competitive AEC recruitment market. Without the right people in place, even the best opportunities fall short.
- The “post and pray” method fails because top candidates rarely search job boards and often move quickly through referrals or relationships. AEC firms must lead with intention, build strong networks, and present a clear employer brand that reflects real culture.
- Hiring success depends on collective effort across the firm, not just recruiters. When managers and team members take ownership of finding and supporting talent, hiring becomes a shared priority and a cultural strength.
- Corporate-style job posts often miss the mark by listing duties instead of telling a compelling story. Clear, engaging descriptions that reflect team culture and real expectations help attract people who belong there.
- Top candidates often receive multiple offers within days, which makes speed and transparency essential. Firms that communicate clearly and move quickly earn trust and stay competitive in AEC hiring.
- Large applicant pools require strong filters and clear role descriptions to avoid overwhelm. In contrast, AEC roles often suffer from low volume, making it even more important to get specific about qualifications and culture fit — a critical part of thoughtful AEC talent acquisition strategies.
- Mid-level professionals value flexible work, opportunities for advancement, and clarity on how their work matters. They choose companies that align with their goals, not just their salary.
- Firms that showcase authentic culture, communicate real growth opportunities, and offer flexibility are more likely to win talent. A well-aligned experience from first impression to daily work sets great organizations apart.
- Retention starts with delivering on what was promised during hiring. Candidates notice when reality doesn’t match expectations, which can lead to disengagement or turnover.
- New hires need time to settle in, just as companies need time to integrate them. Flexibility, patience, and open communication help both sides succeed together.
- Inclusive hiring practices expand perspectives, improve outcomes, and build loyalty by helping people feel seen and valued. Representation, thoughtful sourcing, and inclusive interview panels are critical to building leadership pipelines that reflect today’s workforce.
- It’s easy to hire people with similar traits, but meaningful progress comes from bringing in varied personalities and styles. Teams that embrace difference work harder upfront but become more effective over time.
- Many women in AEC face limited access to sponsorship, not just mentorship. Being brought into decision-making spaces by leaders who advocate for them can change the trajectory of their careers.
- Engineers grow into leadership by mentoring others, building strong relationships, and communicating with confidence. Engineering leadership development begins before the title, and having a sponsor can open doors that lead to long-term impact.
About Bryce Batts
Bryce Batts is a dynamic business consultant, speaker, certified Career Coach, and co-founder of Career Collective. She brings over 15 years of experience as a recruiter in the AEC industry. With a fierce commitment to empowering women, Bryce helps organizations overcome barriers to hiring by developing innovative talent acquisition strategies. Her expertise enables companies to attract and retain diverse talent, fostering a more inclusive workplace.
Having successfully placed over 800 professionals in rewarding positions, she is a catalyst for change in the industry. In addition to her consulting work, Bryce is the podcast host of “Wine After Work,” where she combines insightful discussions with a touch of humor, creating a space for candid conversations on career and life. A devoted wife, sister, and mother of two daughters, she is passionate about raising the next generation of strong women to shatter barriers and live audaciously. Bryce’s mission is not just about business success; it’s about fostering a community of support and empowerment for women everywhere.
About the Host: Rebecca Swabey, P.Eng.
Rebecca is a professional engineer who transitioned into the role of a tech startup founder. With ten years of experience in the civil consulting industry, specializing in water resources engineering and land development, she co-founded Equator Studios in 2018. The company enhances efficiency and quality for civil firms in the early stages of projects by providing better access to LiDAR and proposal automation tools. Based in Ontario, Canada, Rebecca enjoys hiking along the Grand River, experimenting with pizza recipes, and spending time with her two dogs.
Resources and Links Mentioned in This Session Include:
Career Collective
Bryce Batts
Freese and Nichols
Glassdoor
Truity
Connect with Bryce Batts, on LinkedIn
AEC PM Certification
AEC PM Connect
Project Management Accelerator™
Engineering Leadership Accelerator™
Keynote Speaking
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