2. Contents
3. Built Environment
4. Specialist Knowledge
5. Built Environment Expertise
6. UK & International Expertise
7. Enviable Experience
8. Impressive Track Record
9. Our Approach
10. Our Approach & Timings
Contact details
Jamie Bastow
Manor House
2 Manor Road
Horsforth
Leeds
United Kingdom
LS18 4 DX
Tel: +44 (0) 3 33 323 2000
Email: jamie.bastow@csgtalent.com

3. 3
Built Environment

4. 4
CSG Built Environment provide talent acquisition services to numerous leading
organisations in the sector, covering the entire spectrum of niche markets, from
Contractors and Consultants to highly specialized Product and Service areas
Each consultant focuses on a specialist vertical market and recruits cross-
functionally within that market. It allows our consultants to provide highly
specialised, bespoke recruitment solutions to our clients and tailored career advice
to our candidates.
Our deep understanding and knowledge of multiple niche
sectors ensures we are able to proactively access professionals
across multiple countries that have the right expertise, using our
extensive networks.
Our commitment to truly understanding our clients, both their
requirements and their culture ensures we secure talent that will
support business growth.
We have a substantial, experienced team
dedicated to the Built Environment sector
Areas Of Expertise
Niche networks
Specialist Knowledge

5. Functions
Senior Management –Board Level
Positions
Sales / Business Development
Operations
5
We work extensively across a range of markets in the
Built Environment sector
Markets
Roofing & Cladding
Building Products
Kitchens & Bathrooms
Equipment Hire
Facilities Management
HVAC Equipment
Renewables
Fire & Security
Data Centres
Our highly experienced team of consultants operate in a range of markets within the building
industry.
Built Environment Expertise
CSG’s experience in the Built Environment sector
is unrivalled, with several consultants dedicated
solely to placing roles in our specialist markets.
Our knowledge of our markets and extensive
networks ensures we identify, engage with and
secure the very best professionals in the sector
We have a strong database of
candidates within the Building
Products Marketplace.

6. 6
A key part of our service is being able to capture some
of the world’s hardest to find talent
Our team of 150 consultants have extensive
experience in international re-locations,
ensuring we provide a high level of candidate
support to result in successful long term
placements
UK & International Expertise
Based out of 7 offices
across Europe, the Middle
East and Asia Pacific, we
are able to provide a
round-the-clock
international service with
real local knowledge of
our local markets
CSG operates on a global scale, with on the ground presence in key markets to
deliver at a local level. We have specialist Built Environment consultants across our
offices in the UK, Sydney, Singapore and Dubai.
With both local and global networks, we have the flexibility to get the best talent in front of
clients regardless of their locations. Our local market knowledge, skills and connections
support our clients in understanding their local market and hiring the best talent available.
We have made placements
in over 50 countries
worldwide, supporting our
clients in their own
international expansion

7. 7
We have extensive experience in the sector working in
close partnership with a range of clients
Jamie is a consummate professional,
being someone who knows what they are
supposed to do and does it to a high
standard. His industry knowledge certainly
helped in selecting the right candidates for
our particular requirements and as a result
of this have successfully recruited an area
sales manager recently. Jamie helped me
in making my decision to make the move to
my current employer / position through
good communication and the ability to
manage expectations.
Daniel Ashley, National Sales Manager at
Joris Ide
“
”
Jamie's approach was so refreshing
and professional, he contacted me as
he thought he had a position that
suited my skill set and would give me
the challenge I might be looking for,
he was open, detailed, focused and
very professional in all his
communications, getting me to
engage with his client who is now my
employer, he made the difference.
Steve Shore, UK Managing Director
at Ubbink Centrotherm Group (Part
of Centrotec Sustainable AG)
“
”
Don’t just take our word
Enviable Experience

8. 8
How We Operate
We use a blended approach to our assignments, comprising research, headhunting and a
review of our existing network. Our methodology is underpinned by a rigorous approach to
research (in-house) which will ensure we consider as many candidates as possible during the
campaign. This in turn will increase the likelihood of all hires being successful.
Phase 1: Market Mapping
We use various techniques to develop a ‘long list’ of candidates:
Identification and Headhunting
Our specialist in-house research team identify individuals within the target companies that we
agree at the outset of the campaign. Before commencement of the project we would
recommend, pending the detail of the individual roles, to jointly establish a target list of the 15/20
most relevant companies to map. The mapping will include a full breakdown of the identified
organizations’ senior management team. We then analyze this together and agree on who to
approach. These companies will be the most likely source of candidates with the required skills,
experience and knowledge for the role.
Advertising and Social Media
We will also conduct a thorough search of online sources, such as LinkedIn, to ensure that we
broaden the number of candidates that are considered for the role. We can also provide
advertising services if required by the client.
The most suitable candidates will be approached in confidence and added to the
‘long-list’.
Referrals & Database Search
As part of any campaign we will review our existing network of
candidates that has been built over a number of years. Using our
extensive list of contacts we will network to find the most highly
rated people within the industry and approach them in a
confidential manner. Again the most suitable will join
the ‘long-list’.
Our Approach

9. 9
Phase 2: Developing the ‘short list’
Once we have been given the ‘go-ahead’ for phase 2, we will interview the ‘long list’ of
candidates to assess their suitability and develop their interest in the role.
This stage is crucial and a lot of time will be invested, not just to assess their suitability against
the role criteria and personal / cultural fit, but also to effectively ‘sell’ the role and organization.
After we have completed our interviews we present the client with a shortlist of candidates –
probably 2 to 4 per role– who represent the best available talent in the industry.
The client will receive the candidate’s CV and our profile on their experience, which will be
based on the notes of our meetings with them. This will include the reasons why we believe they
should be considered for the role, strengths and weaknesses, salary, location, qualifications,
notice period, etc.
Selection & Offer Stages
Throughout the interview stages we will remain in close contact with all parties to ensure a
smooth process and we will be available to support the offer and resignation process as
required. We also have a variety of in house psychometric tests available if this is of interest to
the client.
Our Approach & Timings