Recruitment for infrastructure and energy projects
Permanent, contract and specialist recruitment for infrastructure, energy and regulated project environments.
We find suitable people, screen them properly, understand what the client actually needs and supply a relevant shortlist. That sounds simple. On a regulated site with a live programme behind it, it rarely is.
Why clients recruit through BSR Group
Recruitment in a project environment is judged on whether the person can start, do the work and pass the site's requirements. We screen for all three before a CV reaches you.
We understand the requirement first
Role, environment, engagement model, start date and what site-ready means for this client. We would rather spend an hour on the brief than send ten CVs that miss.
Screening that stands up on site
Tickets, certificates, project history, right to work and references are checked before shortlisting. On nuclear and regulated work we screen for evidenced competence, not job titles.
Relevant shortlists, not volume
A small number of people who fit the brief and can start when you need them. You see who they are, why they fit and what is still outstanding.
What we recruit
Permanent, contract and specialist hiring across the trades, engineering, supervisory, commercial and support roles that keep infrastructure and energy projects moving.
Permanent recruitment
Named roles hired into your business or package team, from site supervisors and engineers to planners, QS and document controllers.
- Brief-taking against the role and the environment
- Market search and direct approach where the skill is scarce
- Interview coordination and offer management
- Onboarding handover so day one is not a surprise
Contract recruitment
Contractors and interim specialists for defined packages, outages, peaks and backfill, engaged on the model your project has set.
- Engagement model and status confirmed before advertising
- Rates set against the market, not a rate card
- Compliance and right-to-work checks as standard
- Extensions and replacements managed for you
Specialist and regulated roles
SQEP engineering, commissioning, quality, safety and project controls for nuclear, energy and other regulated environments.
- Competence evidenced against the role profile
- Clearance pathway (BPSS, SC, DV) confirmed with the client
- Nuclear and regulated site experience assessed honestly
- A clear statement of the gap where the market cannot meet the brief
Recruitment into live projects
Where a package is already running, recruitment is planned around induction windows, site access and the labour already on site.
- Start dates aligned to inductions and site access
- Coordination with labour supply for mixed crews
- Client visibility of progress through the BSR CRM
- Handover into onboarding and site support
Where this fits
Standing up a new package team
A contractor wins a package and needs supervisors, engineers and commercial staff hired in sequence, with each start date holding.
Backfilling a scarce specialist
One SQEP engineer, commissioning lead or planner leaves mid-programme and the role cannot sit empty. Discreet, targeted search against a tight brief.
Hiring for a regulated site for the first time
A client used to commercial construction moves onto a nuclear or regulated site and needs recruitment that understands clearance, inductions and quality expectations.
Questions
- Do you recruit permanent, contract and specialist roles?
- Yes. We hire permanent staff, contractors and specialist roles for infrastructure, energy and regulated project environments, including nuclear new build where the brief needs SQEP and clearance-aware screening.
- How is recruitment different from labour supply?
- Recruitment is hiring named roles against a specification: we take the brief, screen properly and send a relevant shortlist. Labour supply is providing crews into a live project against a schedule. Many clients use both.
- How quickly can you shortlist?
- Quickly, once the requirement is clear. We would rather spend an hour understanding the role and the site than send ten CVs that do not fit. Speed never replaces screening or right-to-work checks.
Tell us about the role
Book a discovery call or submit a vacancy. We will confirm what the role needs, how we would approach it and what a realistic start date looks like.