Engineering backstage recruitment

Hello, first of all, you need to discuss your overall development plan for this year and the next three years with the general manager and determine your recruitment strategy; If you have good connections and are mainly responsible for the implementation of the project, then your recruitment should focus on professional departments such as engineering department/project department/design department, which can account for more than 60%; (For example, about 30 people)

If you mainly need to explore the market, do BD and business development, I suggest you recruit step by step. Recruit 50 people next year, and sell 20-25 people this year, including 15 people before sales and 10 people after sales (adjustable). Then, the rest is involved.

Second, the structural framework should come out: in addition to the existing department managers of administrative personnel department, engineering department and finance department. There should also be a division of labor, such as the administrative and personnel departments; Divided into: front desk, administrative Commissioner, recruitment Commissioner/supervisor, salary Commissioner, etc. For example, if the engineering department needs more, it can be subdivided into R&D group, design group, quality control group, etc., and there are team leaders and commissioners below; Or some companies can be subdivided by industry;

Personnel in the early stage of the project are generally divided into two categories, sales category and technical category, one is responsible for network development, and the other is responsible for technical answering questions.

Sales majors are not limited, and it is best to learn architecture, design and civil engineering in technical fields. It is best to have obtained the building permit, and if you have participated in the preparation of the building implementation code, you will get extra points.

Good luck!