Workforce Solutions | Technical Contract Staffing & Placement

Why specialist workforce delivery

An unfilled specialist role is a schedule risk.

Industrial projects run to fixed schedules. When a technical role stays open, milestones slip and costs rise. Experienced engineers and project professionals in energy, mining, renewables and EPC remain persistently difficult to source from the general labor market; our focus is closing those gaps faster and more precisely than a generalist firm can.

Sector expertise

A defined set of adjacent industries

Deep, narrow focus on oil and gas, mining and minerals, renewable and alternative energy, EPC and the industrial programs that draw on the same disciplines.

Technical precision

People who know the disciplines

Our team understands the disciplines, certifications and project environments involved, so shortlists are relevant on the first pass.

Responsiveness

Speed to a relevant shortlist

Responsiveness and time-to-shortlist are the measures we hold ourselves to. When a project cannot wait, the search cannot either.

Engagement models

Contract, permanent, contract-to-permanent and retained search.

Contract staffing is our core offering. The other models extend it to roles you intend to make permanent and to senior leadership hires.

Model 01 — Core offering

Contract Technical Staffing

We place experienced technical and project professionals on contract with client organizations on flexible weekly, monthly or project-duration terms. Clients scale specialist headcount up or down as project phases and workloads shift, without carrying permanent overhead.

Weekly engagements
Monthly engagements
Project-duration engagements
Project-based workforce mobilization for defined scopes and phases

Request contract talent

Heavy industrial process plant interior with structural steel and pipework

Model 02

Permanent & Direct-Hire Placement

Direct-hire placement of engineering, operations, construction and technical professionals into roles your organization intends to hold permanently — sourced against the actual technical and project environment rather than a job title alone.

Engineering and technical specialists
Operations and construction professionals
Management and supervisory roles

Discuss a permanent hire

Model 03

Contract-to-Permanent

Clients evaluate a contractor’s performance and cultural fit on the job, then convert that individual to a direct hire — a lower-risk path to permanent hiring than a cold placement.

Engage on contract terms
Evaluate real-world performance
Convert when appropriate

Discuss contract-to-hire

Model 04

Retained Executive Search

Engaged, milestone-based search for senior technical, engineering and operational leadership roles where a confidential, structured and thoroughly researched process is required.

Engaged and milestone-based
Confidential by design
Senior technical and operational leadership

Start an executive search

Contract-to-permanent

A lower-risk path to a permanent hire.

Rather than committing to a direct hire on the strength of an interview process alone, the client sees the work first.

Step 01

Engage on contract

The professional joins the project as a contractor under a flexible weekly, monthly or project-duration engagement.

Step 02

Evaluate on the job

The client assesses real-world performance and cultural fit in the actual project environment, not in a hypothetical one.

Step 03

Convert to direct hire

When the fit is proven and the requirement is permanent, the individual converts to a direct hire.

Disciplines we place

Engineering, operations, construction and technical specialists.

Five discipline groups that determine whether an industrial project holds its schedule. We place across all of them, on contract and on retained search.

Engineering

Process
Mechanical
Electrical
Civil
Structural
Process Safety
Subsea

Project Delivery

Project Management
Project Controls
Construction Management
Field Supervision

Commercial & Supply Chain

Procurement
Contracts
Supply Chain
Logistics

Project Execution

Commissioning
Start-up
QA/QC
Inspection

Technology

Technical and Digital Integration

All disciplines in detail

How a requirement moves through Tetrad

A structured process, run by people who work only in these sectors.

Getting the requirement right is what produces a relevant shortlist.

01

Understand the requirement

We establish the role, the project environment, the technical requirements and the hiring parameters before any sourcing begins.
02

Search the specialist network

We work the requirement through our sector focus, our proprietary professional network and our technology-enabled sourcing capability.
03

Qualify

We identify professionals relevant to the actual technical and project environment rather than sending high-volume generic résumés.
04

Shortlist

Responsiveness and speed to a relevant shortlist are the measures we hold ourselves to.
05

Support the engagement

We aim to prove ourselves on the initial requirement and become a long-term partner across your projects, sites and divisions.

Technology-enabled workforce delivery

A specialist network, reached deliberately.

Behind our workforce solutions is a proprietary, extensively developed network of technical professionals, supported by purpose-built digital sourcing tools that let us identify, qualify and reach the right people in a fraction of conventional timelines.

Proprietary professional network

Built around the disciplines our sectors depend on, and maintained continuously rather than assembled per requisition.
Purpose-built sourcing tools

Digital tools help us identify, qualify and reach suitable professionals. The technology supports the service; it is not the service.
Direct working relationships

We work directly with the people accountable for the project, so requirements are understood before anyone is mobilized.

Tower crane photographed from below against an open sky

Start a search.

Contract, permanent, contract-to-hire or retained — tell us the requirement and we’ll tell you how we’d approach it.

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Workforce Solutions.