Technology and IT
Software developerDevelop and maintain the applications the business relies on.
Systems administratorMaintain systems, access, updates, and everyday infrastructure performance.
People Services
Permanent Recruiting
Hire for the team you’re building.
Find someone with the experience to take on ongoing responsibilities in your organization. SOA helps you clarify the contribution you need, identify relevant candidates, and make an informed hiring decision.
Discuss a permanent hiring need01 / Industry experience
A role within a wider business.
SOA’s experience spans these six industries, including specialist roles within them. For a permanent hire, consider the contribution your business needs regularly and the people who will depend on it.
Roles your team may need
Financial Services
Credit analystAssess borrowers and support recurring lending decisions.
Financial risk analystMonitor exposure to market and credit risks.
Logistics
Logistics coordinatorCoordinate daily shipments, material movements, and delivery schedules.
Procurement specialistManage supplier relationships, purchasing requirements, and delivery commitments.
Manufacturing
Manufacturing engineerImprove production methods, equipment use, and manufacturing performance.
Production schedulerMaintain production schedules and coordinate materials with planned work.
Construction
Construction estimatorPrepare estimates and bids across the company’s project pipeline.
Civil engineering technologistProvide continuing drawing, specification, inspection, and technical support.
Natural Resources
Mining engineerMaintain mine plans and support continuing extraction operations.
GIS technologistMaintain resource maps and spatial data for field and planning teams.
02 / Your permanent-role brief
Define the role.
Describe the team.
A job title is a starting point. The brief should explain why the role exists, what the person will take responsibility for, and how they will work within your organization.
Share what is already clear. We can help you bring the remaining requirements into focus.
- Why this role is needed
- What has created the need to hire? Explain the work that needs a permanent place in your team.
- Ongoing responsibilities
- What will the person own or contribute to regularly? Describe the contribution you expect as they become established in the role.
- Experience and qualifications
- Which knowledge, methods, systems, or qualifications are essential? Distinguish these from experience that would be useful.
- Reporting and working relationships
- Who will they report to, collaborate with, and support? Describe the team and how work is organized.
- Location and working arrangements
- Where will they work? Include on-site, hybrid, or remote expectations, working hours, and any travel requirements.
- Desired start
- When would you like the person to join? Explain any timing constraints and where there is flexibility.
- What assessment needs to establish
- What must your team learn about a candidate’s experience and approach before making a hiring decision?
03 / Recruiting specialties
Technology experience, in the context of the role.
When the role involves technology or business change, these seven recruiting areas help identify the experience it calls for.
SOA’s established experience includes individual specialist placements across Salesforce, Microsoft, and AI.
Build and improve systems
- AI and automation
- Cloud and platform engineering
- Software development and testing
Experience developing applications, connecting workflows, and maintaining the environments they depend on.
Make information useful
- CRM and Salesforce
- Data engineering and analytics
Experience with customer processes, data pipelines, reporting, and analysis that supports everyday decisions.
Connect change and delivery
- Business analysis and change management
- Project and program management
Experience understanding requirements, supporting adoption, and coordinating work across teams.
04 / Working with SOA
A focused search.
An informed hiring decision.
We help clarify the permanent role, identify relevant candidates, and support your assessment and interviews. Your organization selects the person and makes the hire.
Clarify the role and working context
Connect the ongoing responsibilities, required experience, and working relationships in a useful role brief.
Identify relevant candidates
Focus the search on experience relevant to the role and the organization the person will join.
Support assessment and interviews
Help your team establish what it needs to learn about candidates in relation to the responsibilities and working context.
Support your hiring decision
Keep the role requirements central as your team considers candidates and decides whom to hire.
Next step
Who does your team need for the work ahead?
Tell us why you are hiring, what the person will take responsibility for, and the experience they need. Include the working arrangements and your desired start.