You are not short of CVs. You are short of people who can evidence what they claim and be on site inside your window. That is the only search worth running.
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Several candidates show GDA exposure on a CV. This one owned the regulatory interface and can name the chapters they wrote, which is the distinction your technical panel will test in the first twenty minutes.
Almost none of them are the interview. The same four failure modes account for most lost hires, and every one of them is avoidable with better information earlier.
A reviewer is hired as an author. It surfaces at the first technical panel, or worse, on the first submission.
The role is advertised nationally when the eight people who can do it are spread across four countries.
Ten years on a technology that has existed for six. Nobody says it out loud and the search runs for a year.
Nuclear processes are long. Candidates disengage in the silence, not in the interview room.
Typically three to six people per role, each with a written rationale for why they clear your technical and regulatory bar. If we can only find two, you get two and an explanation rather than four made up to fill the page.
Notice periods, availability and site eligibility confirmed before presentation, and worked backwards from your outage or programme milestone rather than from today.
Interim cover for an outage and the permanent hire that follows it are the same conversation with the same people, not a handoff between desks.
A genuine sequence. Each stage depends on the one before it, and skipping one is how searches quietly fail.
We work through the technical requirement, the licence conditions that constrain it and the realistic market. If the role as written cannot be filled, we say so in week one rather than week eight. That conversation has saved clients entire quarters.
For narrow disciplines this is a named list of individuals rather than an advertising campaign. We identify everyone who has genuinely done the work, including the people who are not looking, which is most of them. You see the map before we approach anyone.
Direct and confidential. We test technical depth properly, confirm availability and site eligibility, and establish real motivation to move. Every shortlisted person arrives with a written rationale for why they clear your technical and regulatory bar.
We brief candidates on the panel and the programme, keep momentum between stages, and give you honest read backs. Nuclear interview processes are long, and most losses happen in the gaps between stages rather than in the room.
We manage the offer, handle counter offer risk before it appears, and stay involved through notice and onboarding. This is where nuclear hires are most often lost, and it is the period most agencies have already stopped answering the phone.
We quote per mandate rather than publishing a rate card we would only have to caveat. What you get on the first call is an honest range before committing.
Paid on placement. Suited to roles with a reasonable candidate population and no unusual constraints.
Staged fee for scarce, senior or business critical roles where the population must be mapped exhaustively rather than sampled.
Day rate resource for outages, peak load and specialist cover, with compliance and right to work handled properly.
Across all six areas, from safety case authors and reactor physicists to authorised operators and programme directors.
Mechanical, electrical, C&I, civils and structures, systems engineering, design authority, thermal hydraulics and modular construction.
Safety case authoring and review, licensing and permissioning, regulatory affairs, human factors, environmental safety and periodic safety review.
Authorised operators, shift managers, outage and maintenance leadership, radiation protection advisers, health physics and remote handling.
Core design and fuel management, criticality safety, neutronics, severe accident analysis and spent fuel strategy.
Project and programme directors, project controls and planning, quality and NDT, supply chain, commercial and contract management.
Managing directors, technical directors, heads of safety and licensing, and non executive appointments with nuclear regulatory exposure.
The hardest one, ideally. It tells us both very quickly whether this is going to work.