Christoph Schmidt’s Post

Without Columns and Beams: Design feels Free from restrictions and that's the reason most architects want to build it. Imagine a skateboarding park! Would you like me to put beams and columns in a skateboarding park? Why not? Imagine Surfing with Columns and Beams?

Blind leading the blind. Silo mindset kills the organization. Engagement & sharing of knowledge build team.

Architect https://lnkd.in/ggvDSRKA This job posting provides information, about a company known as Jobot. GetaJob.ai This job posting provides information, about a company known as Jobot. This job posting provides information, about a company known as Jobot. GetaJob.ai GetAJob.ai

PINO's! It is similar in other front-end design roles as well. 100% code coverage is a necessary prerequisite but doesn't prove the chip works functionally, right? The same goes for years of experience. You need at least x years of experience for a certain level. But people with years in academics or that have spent their entire career in the same company might have the years to show for but still not meet the requirements (at all). Because a production chip is not the same as an academic test chip. Because different companies make different chips with different protocols and different functionality with different methodologies and with different project management style. The intricate complexity of assessing senior people for senior roles is done mostly by recruiters whose background is sales, marketing or master of business communication or something. And internal policies also construed by "recruiters"/HR regarding promotion from level 10a to 10b is nothing more than ridiculous. Still, very intelligent engineers keep delivering inside moronic systems that do not understand anything about their actual work. /endofrant

I have a lot of respect for Principal Architects. I have met some astoundingly brilliant architects during my career. I have gained a lot of perspectives by brainstorming with them. They have shaped my career. But of late I find people with hardly 10 years of cumulative experience in their chosen field of specialization describing themselves as principal architects. Well you can decide for yourself if you qualify as a principal engineer or you are just a PINO, a principal engineer in name only. Here are a few guidelines. A principal engineer is a senior engineer with many years of experience in their field who manages engineering projects for a company or organization. They are leaders in their industry and have an advanced understanding of their discipline. Principal engineers are responsible for overseeing all phases of a project, from research and development to design, and for guiding their team to ensure projects are completed on time and within budget. Some of the responsibilities of a principal engineer include: - Planning engineering strategies - Creating budgets - Negotiating with vendors - Delegating work - Setting project deadlines - Improving engineering application processes - Working with project managers to ensure project requirements are met - Assisting less experienced team members - Meeting with stakeholders to discuss budgets, prices, and timelines Principal engineers are similar to Senior Engineering Managers, Development, and can collaborate with teams on their engineering work. They also act as a focal point for their organization, focusing in depth on technical issues and at the same time balancing their time across a wide range of initiatives. I am not saying someone cannot become a principal with 10 years of experience. There are some astoundingly brilliant engineers I have met. But I find those engineers to be the exception rather than the norm.

about job as architecture

“What if this position doesn’t get filled?” It’s a scenario most engineering managers don’t plan for. 10 years ago, companies had 20+ applicants for an open structural engineering position. Now, they're lucky to get one good applicant after 2 months from job ads. If your primary recruiting strategy is to “post and hope,” 𝐓𝐡𝐞𝐧 𝐭𝐡𝐢𝐬 𝐢𝐬 𝐚 𝐬𝐜𝐞𝐧𝐚𝐫𝐢𝐨 𝐲𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝 𝐩𝐥𝐚𝐧 𝐟𝐨𝐫. Because this exact situation is common for many firms right now. And it will continue to be through the rest of the decade. The firms that can find a way to get in front of passive candidates with awesome job opportunities that include: -- High pay -- Great benefits -- No overwork -- Growth opportunities -- And more Are going to thrive. The ones that keep using old strategies and expecting a different outcome will not. P.S. - I'm on a 60-day mission to help at least 3 structural/forensic engineers find a career advancement opportunity. 👉 If you're a structural/forensic engineer in the USA who is looking for a career advancement opportunity, please DM me. 👇 If you've ever been curious about what it's like working for yourself, read on. 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐦𝐲 𝐃𝐀𝐘 42 𝐔𝐩𝐝𝐚𝐭𝐞𝐬: -- Traveled home most of the day. Caught up with some messages on LinkedIn and made a few posts for the afternoon.  -- Heard back from a structural engineer who gave me some feedback on a role I am recruiting for. Love when I get these! Very thankful. -- Prepped my recruiting efforts for the week. I have many structural engineers in Dallas to follow up with.  -- Wrote posts for this week. 

“Where did all the structural engineers go?” This turns out to be a complicated question to answer. Check out this job search I did for the Los Angeles Metro Area. I searched “Structural Engineer” (On-Site) I reviewed the first page of the search results: 124 openings, average of 9 applications/job To help with a comparison, if I look at “Software Engineer” in the same area, I get this: 932 openings, average of 78 applications/job Nine applications may seem like enough, but if you have ever posted a job on LinkedIn, you know that it’s not. 𝐒𝐨 𝐰𝐡𝐚𝐭 𝐡𝐚𝐩𝐩𝐞𝐧𝐞𝐝? Not one thing in particular, but a combination of a few: 1) Many civil/structural engineers left the industry during the ‘08 recession.   2) There are now not enough mid to senior-level engineers to fill open roles from engineers retiring or company growth.  3) Many civil/structural engineers were overworked, overburdened with stress, and under-paid. This did not entice college students to pursue the degree. 4) Civil/structural engineers continue to leave the profession due to burnout. What does the solution to this problem look like? It’s holistic, and involves rethinking your recruiting process. Working with a recruiter who specializes in your niche (civil, structural, geotechnical, forensic, etc.) is a great place to start. They can give you some “boots on the ground” research into what is going on in your area. I recruit structural and forensic engineers for growing engineering firms. These are the problems that I address with my clients every week. Interested in talking through some solutions to grow your engineering team? Please DM me. P.S. - Would love to hear from engineering managers in the comments. How has hiring been for you over the past few years?

Very interesting insight here from Tyler Wiggins about the current job market for software engineers vs structural engineers. There definitely seems to be quite the imbalance of labor supply/demand. Have others noticed this in their local market?

Expertise in Architecture, Engineering, and Forensics 🏗️ Blueprint Hires specializes in recruiting top-tier professionals across dynamic industries. 🔹 Architecture: We scout for talent with robust backgrounds in architecture, engineering, or construction. From architects to CAD designers, we seek experts in commercial or residential projects, with a keen eye for sustainable design and proficiency in software like AutoCAD and Revit. 🔹 Engineering: With a finger on the pulse of technical advancements, we identify candidates versed in civil, mechanical, or energy engineering. Our tailored approach ensures a perfect fit, matching firms' needs with candidates' skills, while maintaining a strong talent network. 🔹 Forensics: Delving into complex structural issues, we seek professionals with a blend of engineering, architectural, and forensic expertise. Our meticulous selection process focuses on practical experience, analytical prowess, and a deep understanding of building codes. Let's elevate the standards in architecture, engineering, and forensics! #BlueprintHires #Engineering #Architecture #Forensics #Recruitment #AECExpertise #AECRecruiting #Hiring