No mass mailshots, no roles that do not exist, and no CV sent anywhere you did not agree to. If a move is not right for you, we will say that too.
Nothing is sent to any client until you have seen that client named and said yes. Nuclear is a small industry, and an unauthorised submission can quietly close a door you did not know was open.
What the role actually pays, whether the programme is genuinely funded, what the site is like to work on day to day, and who you would be reporting to.
Including when the answer is no. Silence after an interview is the most common complaint about recruiters in this industry and it is entirely avoidable.
People often assume nuclear is one job market. It is at least six, and they reward completely different temperaments. Worth knowing which one suits you before you commit a decade to it.
Intense, deadline driven and highly visible. You are building something that did not exist, usually against a schedule the whole country can see.
Structured, disciplined and shift based at the sharp end. Deep familiarity with one plant, and real accountability for keeping it running safely.
Problem solving on facilities that were never designed to be taken apart. Slower paced than build, and unusually varied.
Analytical and document heavy, with a time horizon unlike anything else in engineering. Your safety argument has to survive you.
Fast, ambiguous and commercially charged. Fewer people, broader remits, and processes you help write rather than inherit.
Research adjacent engineering at the edge of what has been demonstrated. Long horizons and genuine scientific uncertainty.
We start by understanding what you actually do. Your real scope, what you authored versus reviewed, what you own on a bad day. If we have nothing suitable we will tell you, rather than keeping you warm for six months.
What your discipline is genuinely worth right now, which programmes are funded and moving, and where the market is soft. Including when the honest answer is that staying where you are is the better move.
Nothing is sent anywhere until you have seen the client named and agreed. Nuclear is small, and an unauthorised CV submission can close doors you did not know were open.
We tell you who is interviewing, what they will press on, and how the technical assessment is structured. No generic interview tips.
Counter offers, relocation, notice negotiation and onboarding. We stay in contact until you are actually on site and settled, not until the invoice clears.
Not what most career advice says. These are the four variables we see genuinely change what someone is offered, in this industry specifically.
Two people with identical titles can be a decade apart in real accountability. What moves your value is being able to show what you personally owned, decided and signed.
Experience under one regulator does not automatically satisfy another, but people who can explain how a submission works in more than one regime are consistently scarcer and better paid than people who cannot.
Broad engineering capability is valuable. A narrow capability that only a few hundred people worldwide genuinely hold is valuable in a completely different way, and it is worth knowing which one you have.
Mobility is one of the few variables entirely within your control. Being open to a different site, region or country changes the size of your market immediately.
Engineers describe the project and leave out their own scope. A reviewer cannot tell whether you authored the document or checked it, whether you held the accountability or supported the person who did. That ambiguity costs interviews before anyone speaks to you.
It is rarely a writing problem. It is that the things a nuclear hiring manager scans for first are usually buried on page two.
Nuclear talent crosses borders more than almost any other technical workforce. Here is what actually determines whether a move is realistic.
Core engineering discipline, safety culture, and any experience of taking a submission through a regulator. The underlying physics does not change at a border.
Regime specific process knowledge, local codes and standards, and the vocabulary. The same activity often has a different name in each market, and CVs get filtered on names.
Nationality and residency rules on sensitive programmes, export control, and family logistics. We check these at the start rather than after you have got attached to a role.
Most of the people we place were not on the market when we first called them.