Projektų vadovas (-ė), darbui su ŠVOK sistemomis
UAB City - Line LT
Vilnius
1 882–3 000 € / month gross
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FOR EMPLOYERS
ŠVOK projektuotojų paieška ir atranka
Ieškote ŠVOK projektuotojų? Aptarkime Jūsų darbą, reikalavimus ir atlygio biudžetą. Pateiksime konkrečios paieškos pasiūlymą.
Send your hiring needsWhat type of specialist does your team need?
Projektuotojo paieškoje aptariame skaičiavimų, projektavimo ir derinimo atsakomybę. Įrankių sąrašą papildome realių projektų tipu, jų stadija ir kandidato asmeniniu indėliu.
In the initial interview, we separate essential experience from what the employee can learn in your team. We discuss the workplace, salary range, schedule, and level of autonomy. Based on these criteria, we form the candidate profile and search plan.
Competencies worth verifying
| Competence | How we collect evidence |
|---|---|
| Projektų tipai ir stadijos | Structured interview, specific example of completed work, and agreed practical verification. |
| Skaičiavimai ir dokumentacija | Structured interview, specific example of completed work, and agreed practical verification. |
| Bim bei projektavimo įrankiai | Structured interview, specific example of completed work, and agreed practical verification. |
Example of a practical task
Kandidatas aptaria savo projekto sprendimą, pasirinkimo argumentus ir tai, kaip derino jį su kitomis pastato sistemomis.
We assess arguments, logic of actions, and ability to identify missing information. The scope and evaluation of the task are coordinated with your specialist. This is an example of a selection model adapted to a specific job.
How the employee search will work
- 01
Clear requirements
We agree on the work, salary budget and essential skills.
- 02
Candidate search
We choose the channels and present the job opportunity.
- 03
Interviews and checks
We assess experience and carry out the agreed assessment tasks.
- 04
Candidate comparison
We provide a report and help arrange interviews.
- 05
Offer and start date
We align expectations and agree on the next steps.
What information you will receive about the candidate
We present relevant experience, performed functions, salary expectations, suitability of the workplace, and possible start date. The evaluation conclusion is linked to the interview or task result. If the competence has not yet been verified, this is clearly indicated.
Candidate contacts and personal data are shared in an agreed scope. Final decisions on technical fit and job offer are made after evaluating the candidate within your team.
Frequently asked questions
Kaip ieškote ŠVOK projektuotojų?
We initially define specific tasks and mandatory skills. Depending on needs, we adjust job offer distribution, profile reviews, and direct search. Search scope and price are agreed before starting.
How much does an employee search cost?
We quote a price after reviewing the profession, work location, requirements and selection scope. The proposal specifies what you pay for, when payment is due and the conditions for a repeat search. Access to candidate contacts and full recruitment are separate services.
How long does it take to find an employee?
We agree on a search plan and the date of the first report after reviewing your needs. Timing depends on the salary, work location, requirements and candidates’ interest. We provide updates on progress and obstacles at agreed intervals.
Are candidates’ technical skills assessed?
We agree on the assessment scope before the search. This may include a structured interview, document checks and a short practical task with your technical specialist. The report distinguishes verified skills from the candidate’s own statements.
Employee search based on your company’s work
Tell us the profession, city, salary range and main duties. We will discuss the search and professional assessment scope.
Professions and professional assessment criteria
Choose a specific role. We tailor the assessment to your company’s work and agree on a practical task before recruitment.
HVAC designers
Possible professional assessment: Project solution and documentation review. We assess the candidate's explanation, decision-making process, and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
How do we search for an employee for your role?
1. Describe the duties
List 3–5 main tasks, the equipment and work location. Identify experience essential on day one and skills you can teach. Agree on the schedule, travel, start date and salary range in advance.
2. Agree on search channels and scope
Discuss vacancy advertising, existing profiles and active outreach to suitable specialists. The proposal defines our recruitment role, the information provided and who coordinates employer interviews.
3. Discuss the candidate’s experience
We ask for concrete work examples: what the candidate did personally, their responsibility and practical problem solving. We clarify salary expectations, possible start date and interest in your offer.
4. Compare professional skills
If a practical assessment is agreed, it relates to the job’s duties. We provide the task and criteria in advance. A general questionnaire does not replace professional experience; certificates and required qualifications are checked for the specific role.
5. Present a candidate comparison
We provide the agreed information: experience, skills, salary expectations, availability and remaining questions. You make the final decision. Price, timing and repeat-search terms are agreed in the proposal.
Do you work in this field?
Create a profile with your profession and experience. The candidate database system controls access to contact details.
Join the candidate databaseRelated search areas
All professions in this field · Recruitment process · Candidate assessment · Search prices · Vacancies in this field
Which employee does your company need?
Tell us your needs. We will discuss the search scope and prepare a proposal.
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