Whether it's design or project delivery focused. Highlight the role you played and use lots of imagery. Bring it to the interview. It's a great way to keep your conversation on point and differentiate yourself.
Get really clear on what's motivating you to look at change. Is it about surrounding yourself and learning from engineering experts? Exposure to more interesting/challenging engineering projects? Or maybe the industry focus? Applying your engineering skills to make a positive change to the world!
Being able to talk to 'real work situations' where you've shown your ability to collaborate, influence, problem solve and lead people and projects. This can be more important than flexing your technical prowess!
Ones that are aligned to your motivations are always good. Just ensure the answers aren't already in the public domain, i.e on the company's website. Remember, you're looking to gain some real insights!
With the consequences of climate change a now very real threat for companies and organisations, adopting a sustainable approach has become a necessity, not just a nice-to-have. While that’s good news for DETA, which has benefited from an increased market opportunity, it’s thrown up a few challenges to navigate -
namely people resources. With new projects and leads coming in thick and fast, DETA had a decision to make; turn away new clients because they didn’t have the appropriate people onboard to assist, or say yes to every opportunity and find the talent to make it happen.
DETA decided on the latter approach, so needed to scale up their engineering capacity, and do it rapidly. They chose to outsource their talent attraction to an engineering recruitment specialist, and haven’t looked back since.
After doing their due diligence, DETA made the decision to partner with Talent Hive, citing Talent Hive’s reputation for reliability and their history of delivering high-quality candidates’ as two of the key driving factors for their decision. 
After consulting with DETA’s General Manager of Operations to scope out roles and define the company’s goals, Talent Hive’s Director of Engineering, Matt Love- Smith got to work tailoring their award-winning Talent Acquisition Programme to attract the most suitable talent for the roles.
Their sourcing strategy included:
By strategically sourcing and engaging only the highest calibre of passive candidates, Talent Hive accelerated time to value and achieved an impressive interview-to-offer ratio, drastically reducing the time DETA’s Hiring Manager was required to attend interviews.

"It's been a pleasure working with Talent Hive on finding technical recruits. Matt's diligence and dedication has made what we thought would be a difficult process, a seamless and stress-free one. Despite a shortage of talent, Matt has consistently secured us a high- calibre of candidates, which has set us up for success."
- Callum Streeter, GM Operations, DETA
We're here to help you thrive, so if you have a project in the pipeline or you're turning down business because you don't have the right people onboard, visit us at talenthive.nz and let us help you achieve your business goals.
2/38 Southwark Street
Christchurch
PO Box 162
8140
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