A Job-First Recruiting Process Designed to Deliver Qualified AEC Talent
At Luxus, we begin every search by deeply understanding the client's role, business goals, technical requirements, and ideal candidate profile. From there, our account managers, recruiters, coordinators, and automation tools work together through a structured, high-touch recruiting process.
Our Job-First Approach
At Luxus, every successful placement starts with the job. Before we begin sourcing candidates, our team takes time to understand the role, the company, the hiring challenge, the required technical skills, the culture fit, compensation expectations, and the reason the position is open.
This job-first approach allows us to build a targeted recruiting campaign instead of simply posting a job and waiting for applicants.
Step-by-Step Recruiting Process
A structured, 12-step process that keeps every search organized, transparent, and moving forward.
Client Job Launch Call
Every new search begins with a detailed job launch call. The Luxus account manager and recruiter meet with the client to learn the full details of the role, including responsibilities, must-have qualifications, preferred experience, compensation, interview process, company culture, and ideal candidate profile.
Job Setup in Crelate ATS / CRM
After the launch call, the recruiter adds the job into our Crelate ATS / CRM with all relevant job details. This creates the foundation for tracking candidates, managing communication, and keeping the search organized from start to finish.
Lead Research Request
The account manager submits the job to the Luxus recruiting coordinator team. The coordinator team begins researching targeted candidate leads based on the job requirements, location, industry, experience level, and client preferences.
Lead Review and Approval
Once leads are researched, the account manager reviews the candidate list and moves qualified prospects into an approved stage. This ensures only relevant, targeted candidates are moved into outreach campaigns.
Multi-Channel Candidate Outreach Campaign
After candidates are approved, our recruiting coordinators launch a 2–4 day reach-out campaign using multiple communication channels including A.I. Recruiter outreach, SMS automation, email automation, LinkedIn connection requests, and voicemail drops. This gives Luxus multiple touchpoints with each candidate and increases response rates with passive talent.
Candidate Replies and Recruiter Screening
As inbound replies come in, the recruiter personally engages with interested candidates and schedules a 10–15 minute interview call to learn more about their background, goals, qualifications, compensation expectations, and interest in the opportunity.
Candidate Qualification and Internal Review
After the screening call, if the recruiter determines the candidate is qualified, the candidate is submitted internally to the account manager for review. The account manager evaluates the candidate against the client's requirements before approving submission.
Candidate Submission to Client
Once approved, Luxus submits the candidate to the client for consideration. Each submission may include a resume, portfolio (when applicable), recruiter interview brief, compensation expectations, candidate motivation, relevant project experience, and an overall fit summary.
Client Interview Coordination
If the client selects the candidate for an interview, Luxus coordinates and confirms all interview details between the client and candidate, including timing, format, participants, and expectations.
Interview Preparation
Before the interview, the recruiter prepares the candidate by reviewing the role, client background, interview format, likely discussion topics, and key talking points. At the same time, the account manager prepares the client by sharing candidate insights, motivation, strengths, possible concerns, and recommended interview focus areas.
Interview Process Management
Luxus manages the process through 1–3 client interviews, depending on the client's hiring process. We keep both sides informed, collect feedback, answer questions, and help maintain momentum.
Pre-Close and Offer Support
As the process moves toward a potential offer, the recruiter and account manager conduct pre-closing conversations with both the candidate and client. This helps clarify interest level, compensation alignment, timing, potential concerns, and offer expectations before a final decision is made.
What Makes Our Process Different
Targeted Sourcing, Not Job Posting
We proactively identify and approach qualified candidates instead of relying only on inbound applicants.
Human-Led, Technology-Supported
Our recruiters and account managers lead the process, while automation helps increase speed, consistency, and candidate engagement.
Multiple Candidate Touchpoints
We use SMS, email, LinkedIn, voicemail, and A.I.-assisted outreach to reach passive candidates where they are most likely to respond.
Account Manager & Recruiter Partnership
Each search is supported by both a client-facing account manager and a candidate-facing recruiter to create a balanced, efficient process.
Detailed Candidate Submissions
Clients receive more than a resume. They receive context, motivation, screening notes, and a professional candidate brief.
AEC-Specialized Expertise
Every Luxus recruiter is trained specifically in architecture, engineering, and construction — so we understand your roles as well as you do.
Ready to Launch a Smarter Search?
Whether you need one critical hire or ongoing recruiting support, Luxus brings structure, strategy, outreach automation, and hands-on recruiting expertise to every search.