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TRANSACT IONS ATWELL, LLC MAKES EQUITY INVESTMENT IN RVI PLANNING + LANDSCAPE ARCHITECTURE Consulting, engineering, and construction services firm Atwell, LLC announced that it has made an equity investment in nationally recognized RVi Planning + Landscape Architecture . This investment allows Atwell the opportunity to offer clients world- class planning and landscape architectural design services through collaboration with RVi. In addition, Atwell-owned landscape architecture, urban design, and planning firm,

RVi’s offices from three to five, and allows the firm to better serve clients in the western U.S. RVi’s name and existing leadership team will remain in place. “We are excited to join forces with Atwell because they share our vision for smart, sustainable growth. This partnership will expand our capabilities, provide new professional growth opportunities for our employees, and allow us to better serve our existing clients in the western U.S. markets,” RVi President Chris Crawford said.

Golden Associates , will become part of and be managed by RVi’s operations. “We chose to invest in RVi because we respect what their leadership has built over the past three and a half decades. They are a very well-managed company, and together, we are poised to achieve even greater success on a national scale,” Atwell President and CEO Brian Wenzel said. RVi currently operates offices in Austin, Houston, and Dallas. This investment expands

CHRIS PATTON, from page 11

utilized, the candidate agreed to proceed. It may seem like this issue is a small, trivial topic but it’s exactly these little things that make the difference between a rejection and an interview. If firms want all-star hires, then free advice or information and addressing what is of the utmost importance to candidates make the mountain climb less steep. “If firms want all-star hires, then free advice or information and addressing what is of the utmost importance to candidates make the mountain climb less steep.” Another disadvantage that recruiters and websites outside the A/E industry face is that they can’t adjust. Without experience there are no consulting tips to offer. On the other hand, the Nebraska firm accepted our expertise and interviewed candidates who didn’t have resumes. Unfortunately, many firms get hung up on demanding a resume and it causes hiring managers to miss out on potential all-stars. Imagine what would have happened if the Golden State Warriors refused to meet with Kevin Durant because he didn’t have a resume ready. Again, although this may seem like a small adjustment in the hiring process, it does help streamline qualified candidates to the hiring managers. Finally, after three weeks of heavy lifting, Zweig Group’s executive search team presented a young AIA and NCARB licensed architect who wanted to learn more about the client firm’s culture. We also found a more seasoned architect who was interested in joining a smaller firm after having worked for international firms for the past decade. All the hard work and each step had now placed the mountain’s peak in view. The small firm in Nebraska had choices, it had multiple conversations with all-star architects, and, most importantly, it had its needs on the verge of being met in a reasonable timeline. In the end, the firm got its ideal person by landing the additional, future leadership it needed. But even as another mountain had been conquered, another purple unicorn ran our way. CHRIS PATTON is the team leader of executive search at Zweig Group. Contact him at cpatton@zweiggroup.com.

architectural skill set. Most outside recruiters and agencies don’t understand the importance of licensure or even bother to screen for it. But that’s not the way we do business, so we developed a list of every registered architect in Nebraska. The list had more than 1,900 individuals. Next, we divided the executive search team by cities in Nebraska. Every single architect on that list from a firm that performed projects similar to our client’s was going to be contacted. We narrowed and focused the list and every single architect in those firms in Nebraska would hear about the opportunity. Furthermore, although websites like LinkedIn, Monster, Career Builder, and Indeed will advertise any and all positions for firms, there is no reason to wait around for a resume. These sites cannot control who, if anybody, applies. The right person, especially an all-star, is never going to simply fall into your lap. More specifically, there is no substitute for pounding the pavement, getting on the phone, and both properly selling the client firm’s opportunity and screening potentially interested candidates effectively. “Whether the interested candidates you come across are beginners or more seasoned, recruiters must know who they are trying to sell to.” Next, the phone calls began. Emails were sent out. Social media was engaged. What ensued was largely rejection. “I’m happy where I am, but let’s stay in touch,” was heard the most. But with each rejection, the modern A/E recruiter should imagine taking a step up the mountain. With each rejection comes the opportunity to refine how the opportunity is presented and what career advantages come with it. Whether the interested candidates you come across are beginners or more seasoned, recruiters must know who they are trying to sell to. Candidates don’t always see the advantages of the opportunity and the firm you’re representing right away. One very qualified architect told us that she would only be willing to discuss the position further if there were to be outstanding health insurance. After providing a copy of the insurance plans that the firm

THE ZWEIG LETTER September 19, 2016, ISSUE 1168

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