For employers

Hire and retain the engineers who deliver.

We offer access to MEP talent, advice on market rates, and act as a genuine extension of your business. We only partner with clients who understand the value of a partnership and work with us to hire the best people for their team.

A building services engineer working through drawings at a studio desk
Direct line

Your next hire: get in touch for a confidential discussion.

One point of contact who works purely in the MEP sector, networking and gathering referrals to find the best engineers who aren't on the job boards. Quick to brief, quicker to deliver.

Call 01483 343 744Email us

  • 01

    Permanent

    Graduate to board-level, across design and installation.

  • 02

    Contract

    IR35-aware contract resource for project peaks.

  • 03

    Retained

    Committed, exclusive search for critical hires.

  • 04

    Embedded

    Acting as your talent function during growth.

Why growing SMEs trust us with their key hires

Emeya Recruitment was set up specifically to partner with growing SMEs and help them scale their teams for efficient project delivery. Whether you're looking for one key hire or to scale your team over the next 18 months, we work with you to find and deliver the best people available.

Tower Bridge in front of the City of London's cluster of office towers

  1. A dedicated recruiter

    Someone who understands your business and positions you correctly in the marketplace.

  2. MEP specialists

    Someone representing your brand who truly understands the sector.

  3. Right first time

    Helping you attract, but more importantly retain, talent.

Hiring well

Get the process right and the right people say yes.

The best MEP engineers are rarely on the market for long. A few habits make the difference between securing them and losing them at the last hurdle.

The City of London skyline at golden hour, with Tower 42, the Gherkin and the Leadenhall Building
  • 01

    Write a brief that attracts

    • Separate the genuinely essential from the nice-to-have.
    • Be honest about salary up front. It saves everyone's time.
    • Sell the work: the projects, the team and the progression.
  • 02

    Have a clear, prompt interview process

    • A clear two-stage interview process; speed is the most important part of any hiring process.
    • Decide within days, not weeks. Good people get snapped up.
    • Give clear feedback fast, whatever the outcome.
  • 03

    Remember they're interviewing you

    • Have the decision-maker in the room early.
    • Show the projects they'd actually be working on.
    • Be clear on flexibility, IR35 status and start dates.
  • 04

    The first ninety days

    • Develop a clear path of career development with their designated line manager.
    • Where will they be in three years? A clear path of progression is key to retention.
    • First day: are you making the best first impression, and was their onboarding enjoyable?

We brief and prep every candidate before they reach you, so interviews are about fit, not formalities.

Have a role in mind? Give us a call on 01483 343 744.

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