Posts filed under ‘Career Development’

2017: Plan Your Work & Work Your Plan

plan-your-work

I am not a professional coach in any way shape or form, but I have used one on a few occasions in the past, and in 2016 I went through an invaluable exercise in goal setting, as encouraged and outlined by my coach.  I’ve never been one to set firm goals in any areas of my life; I always knew what I wanted to achieve financially, personally, physically, and spiritually, but I never physically came up with a plan…until last year.  Without getting into too much detail, I developed a list of lifelong goals, annual goals, quarterly goals, monthly goals, and weekly goals, but I did not tuck them away in a journal, or just post the list on the frame of my computer monitor.    I worked them into a spreadsheet, and then tracked on a daily basis those tasks that would lead to my goals, and I did this for an entire calendar year.

What an eye opening process this was.  I’m 42 years old and I’m left shaking my head wondering why I did not take the time to do this earlier on in life!

At the conclusion of 2016, I was able to celebrate my successes and understand what I needed to do to continue forward momentum, and I was able to evaluate my shortcomings and understand what I needed to do differently in order to meet or exceed my goals for 2017.   I give credit to the life/professional coach who taught me this process, but I also learned quite a lot from Jeff Olson’s book, The Slight Edge.  If you have not read it, I highly recommend it.

So as you kick off the new year, I challenge you to not just “plan your work,” but “work your plan!”

Wishing you all the best in 2017!

Matt

Matt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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January 18, 2017 at 11:45 am Leave a comment

A/E Leaders Make Changes: Staff Should Take Note!

self knowledge
When I began recruiting within the A/E industry in 1986, consulting firms purported the ability for staff to choose between a technical track or a management track. In reality, if you were a competent engineer and personable, then you would be pushed up the management track (whether you wanted to or not).

If you weren’t as outgoing as your employer desired, then you were encouraged to follow a technical career path. Consequently, I witnessed many staff rise to positions in firms that they neither wanted nor were really good at doing. They followed the course as many of us were taught that the goal is to be a manager, a leader.

Over the past two years, a trend has developed with senior level architects and engineers. They have reached a specific level in their careers and realized, “I don’t need to prove my capabilities to myself or anyone else.”

Towards the last third of their career, many desire to take on roles that they love. For many, this is focusing only on client management or large programs. For others, the desire is to mentor staff and/or overseeing technical competences.

I’ll provide an example. I recently found a leader who was excited to leave their role managing 500 staff, across multiple offices and states, to grow a small office for a much smaller company. He wanted to “have fun at work again.” And, after working for a large public engineering firm, he wanted to “practice engineering again” and not feel like he was working for an accounting firm. These sentiments are becoming the norm not the exception.

Fortunately, I realized in my late 20’s that I was an average department manager. Convinced that my goal was to manage people, I didn’t feel the “fit” in the job. Armed with that realization and the confidence that I was a good recruiter, I founded The Metzner Group, LLC. Twenty-seven years later, here I am.

Hopefully, the trend of those in the last third of their careers will motivate those architects and engineers who are in the early stages of their jobs. Do what you LOVE, not what you think you are supposed to do!

Freedom that self-knowledge brings is enjoyable!

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Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com

View Carol’s profile & connect with her on LinkedIn

civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

August 17, 2016 at 2:18 pm 1 comment

When Life Gives You Lemons…

Refreshing Lemonade

With much success comes a certain amount of failure.  Over the course of my career recruiting civil engineers I have not only had to turn lemons into lemonade myself, but I have been fortunate enough to coach candidates to do the same.  Here are some tips from two decades of recruiting civil engineers on how you can turn lemons into some freshly squeezed, refreshing lemonade:

Bruised LemonLooks Do Matter.  When you are at the grocery store hand selecting the right lemon to buy, you pick it up, give it a little squeeze, look at the color, look for soft spots, bruising, etc, all before you put it in the cart.  The same concept should apply to your resume before sending it out.  I have talked to some great candidates over the years who were having difficulty generating any interest from any firms.  After evaluating their resume, I understood why.  It has been documented that hiring managers view resumes in seven seconds or less; so no matter how great your experience is, if your resume is sloppy, dis-organized, and generally unappealing to the eye, it may end up in the big stack, and not the short one, if you know what I’m saying.  So take your lemon of a resume and organize it well; be consistent with your font and font sizes; use a mix of bold, italics, underline, and bullet points (but don’t go overboard), and turn it into a tall glass of cool lemonade that anyone would enjoy picking up and sipping on.  Taking the time to do so shows you care.

Lemonade Taste TestThe Results of the Taste Test Matter.  Unfortunately, not every interview will lead to an offer; on those occasions where they do not, one should ask for honest feedback from the hiring manager, or if you use the services of a recruiter, from the recruiter.  Informing a candidate they did not make the “cut” is never an enjoyable experience, but I try to provide honest feedback so they can improve their interview skills and learn how they fell short.  It could be simple items like not making eye contact or seeming dis-interested; it could be lack of energy; it could be failing to do the necessary due diligence on the firm prior to the meeting; it could be failing to sit down the night before your meeting to reflect over your career, projects, roles, etc in order to properly prepare yourself to answer all questions that come your way.  In the end, you just did not come out on top in the “taste test.” Whatever the case may be,  reflect on your experience and gather all the information you can to turn that sour tasting cup into some sweet lemonade which will take first prize in the next “taste test.”

Dropping a LemonDon’t Just Drop The Ball (or Lemon).  I recently had a really strong candidate who was a finalist for a position to lead a new office that my client was opening.  Part of the final evaluation between the final two candidates was to have them develop a business plan that would show what the first, third, and fifth years would look like.  One particular candidate spent a good twenty hours doing research and reaching out to peers and business contacts, only to end up taking second place…and it was a strong plan.  Now that’s a lemon.  But lemonade could easily be made over time by proactively reaching out to other like firms who may have an interest in opening an office in that particular market, and actually marketing your plan and ideas to them.  If one takes the time to put a plan like that together, it is safe to say that their level of excitement is pretty high.  The detailed plan, along with the passion that would likely come through in presenting that plan to different organizations is bound to appeal to at least a few organizations.

Garbage can

Toss the Sour Lemons.  Chances are you will encounter some “sour lemons” over the course of your career, and no one likes sour lemonade.  Inept managers, unethical firms, stagnant or toxic work environments, inflexible employers,  brutal commutes, old-fashioned or uncreative cultures…all are viable examples of “sour lemons.” Everyone’s palate is a little different, but don’t be afraid to toss those sour lemons and move on.  As you progress in your career, you will be able to refine what you believe to be the best lemons to generate the perfect glass of lemonade, and hopefully you find that recipe sooner than later. The sooner you create that recipe the longer you will be able to enjoy it.

 

 

 

I love hearing and sharing stories, so if you have a story to share about how you turned a lemon into lemonade, please let us know below in the comment section!

Barcus headshotMatt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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June 1, 2016 at 8:13 am Leave a comment

Self Belief & Embracing Your Inner Badass

“The moment you have the audacity to start believing in the not-yet seen, your reality will begin to shift…you have to change your thinking first, and then the evidence appears.  Our big mistake is that we do it the other way around.  We demand to see the evidence before we believe it to be true.” ~ Jen Cincero, Author

 

 

In my world of civil engineering executive search this is a very powerful statement.  I have the privilege of working with civil engineering executives, leaders, and consulting firm owners who have a vision for growth.   These leaders have successfully built businesses or service lines, but they are looking to further expand into new geographies or new service lines, and they seek our guidance in identifying top talent in the industry to help them achieve that vision.

The challenge is, not necessarily findingInner Badass the candidate who meets the desired skill set, but finding the candidate who meets the desired skill set AND who is able to “believe in the not-yet seen.”  That is, the civil engineer or civil engineering executive who is able to buy into the vision, and who can look themselves in the mirror and say to themselves, “yes, this opportunity does pose some risk, but my past experiences and the success that I have earned up to this point in my career will SQUASH that element of risk!”  In other words, finding candidates who have the level of self confidence to successfully pull off an exciting, and often career changing professional feat.  So many times I interact with folks who rather than seeing the opportunity set before them as  true “game-changer,” they become apprehensive and need to see some sort of evidence that things will work out, when in fact they are the ones who have the amazing opportunity to write the story, or create that evidence THEMSELVES!

Those who have the self-awareness and know how to kick ass and take names, but who don’t come across like a bull in a china shop are the one’s who can TRULY make a name for themselves and make sizable impacts in the growth of an organization.

Let me give you an example.  Right now I am conducting a search for a client – a small firm in the Southwest US who is looking to expand into a brand new geography.  The company president has spent the last 18 months performing his due diligence, getting all the necessary certifications in place, meeting with all the right people and developing relationships with potential clients and partners within that marketplace.  He is now ready to pull the trigger.  We have uncovered half a dozen candidates who love the idea of leading an office, sharing in the profits, and taking an ownership stake in the firm in two years.  They have all the tools, a business plan is in place, financials are out on the table, but in the end, they fall back into the trap of being “comfortable” where they are.  A psychological “flick-of-the-switch” would make ALL the difference for some of these folks.  If they were truly able to assess all they have accomplished up to this point in their career, and then maybe puff their chest just a little bit, their career could end up being quite different.

What keeps me going is that I have indeed been fortunate enough to place dozens of civil engineers in leadership roles where they have been tasked with starting a new group, opening a new office, or turning around a struggling operation..and they have KILLED IT!  It is a great honor to watch some of the professionals we work with really take the “bull-by-the-horns” and make considerable contributions to the vision of our clients.  In the end, it was their “inner badass” that played a big part in their achievements.

As a recruiter, it is frustrating to see some really good candidates turn down some amazing opportunities; not because we lost out on a placement, but because we catch a glimpse of greatness in these candidates, and we only wish they would have caught that same glimpse themselves.

 

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Matt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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May 4, 2016 at 12:00 pm Leave a comment

Stuck In “No Man’s Land?” Here Is One Way To Get Out…

No mans land

No man’s land.  You all know what that is, right?

Literally speaking, it is a piece of land that is unoccupied, or under dispute between parties who leave it unoccupied due to fear or uncertainty.  You may also understand it as that place in the ocean, usually thigh deep, where when a wave rolls in you are not far enough out to “jump” the wave, but you are in a safe place where you won’t completely be pummeled by the wave either.  Or that spot on the tennis court between the service line and the back base line where if you find yourself standing when a ball is hit to you, it can be very challenging to make an effective shot.  Whether you are knee-deep in the ocean, or stuck between the service line and base line, you can certainly survive the situation, but you are in a position where you are not reaping the full benefits of having put yourself in the ideal location.

Have yCivil Engineers are not inherently sales peopleou found yourself in “no-man’s land” with your civil engineering career?  Is the piece of “land” that you presently occupy in your career allowing you to merely “get by?”  There are plenty of ways to get yourself out of “no-man’s land,” but I am here today just to suggest just one of those ways.  That way is to master the art of selling.  Many civil engineers cringe with the idea of having to cold-call or strike up a conversation at networking events, but by investing time in sales training or sales activities, you will break out of that professional purgatory within which you currently reside.

Vincent Van Gogh, one of the most talented and well known artists to have ever lived, produced 900 paintings and 1100 sketches over the course of his career.  Of those 2000 works of art, Van Gogh only sold one during his lifetime.  So even though he is considered one of the greatest artists in the last 2000 years,  his work did not generate any revenue until long after his death due to his inability or unwillingness to sell his artwork.  You may be able to engineer and manage the hell out of a project by being creative and by getting the project out the door within schedule and within budget – you may even save your client’s money on a regular basis.  But that will only get you so far.  Unless you are climbing the “technical” career ladder which exists in some firms, you will find yourself stuck between the service line and the base line.

So how do you break through and find that sweet spot where you can jump the waves and reach their peaks?  You master the art of selling. I’m no civil engineer, but here are some ideas off the top of my head as to where to start your mastery:

A.  Find a mentor.  In this case, a civil engineering professional who has mastered the art of “pursuit-and-capture.”

B.  Find training.  There are many sales training programs out there, the first one that comes to mind is the Dale Carnegie Training program.

C.  Become a great speaker.  Did you know there are over 15,000 Toastmaster clubs – I would bet there is one within 20 minutes from where you live.

D.  Self directed learning.  Books, blogs, audio books for your commute, magazines, podcasts.  Find an author or blogger or motivational sales trainer that you enjoy reading or listening to, carve out time every day for some self-directed sales training, and then implement the ideas that appeal to you most.

No man land sucks.

If you look at the leaders in your profession – those who are business owners, partners,  or company executives – one of the main reasons they were able to elevate their careers to that level is due to their commitment to sales and business development.  Commit to mastering the art of sales and business development specific to the civil engineering industry and your career will know no bounds.

Take the necessary steps required that will allow you to rush the net and make that overhead slam!

crush your civil engineering career

 

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Matt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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April 19, 2016 at 10:01 am Leave a comment

Does Company Size Matter?

choosing between companies

The 2016 job market is in full swing and with it, if you are lucky, comes choices. Seasoned professionals as well as graduate engineers find themselves approached with opportunities. Today’s civil engineering companies are as different as their employees. In your job exploration you need to define the type of employer you will best fit.

The 2015 ENR Top 500 list reflected most of the largest A/E firms becoming even larger as a result of mergers and acquisitions. Similarly, a number of firms who were not on the top 500 leaped onto the widely reviewed list.

As an executive recruiter, I experienced leaders from the top 10 firms make notable moves to much smaller firms. In each case, the executive wanted to join a firm where they felt they could have significant impact on company strategic direction and growth. They wanted to join a firm that they felt would allow them to “get back to the practice of civil engineering.” Conversely, during the last year a number of project engineers and project managers asked me if my larger clients had job opportunities for them. These job seekers specifically wanted to join the top 100 firms as they perceived these firms to get a bigger share of complex, huge and sexier projects.  In my opinion while these observations seem to be representative of a trend last year, there are a good deal of people who focus their job search not specifically on company size, but on the job itself.

Evaluating where you are in your career, defining your short and long-term goals, assessing culture, company leadership and peers at a new firm- these answers will helping you make a good decision to join a firm. Yes, size of a company does matter but should not be THE factor in selecting a new opportunity. What do you think?

Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com

View Carol’s profile & connect with her on LinkedIn

civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

March 28, 2016 at 3:34 pm Leave a comment

Missed Career Opportunities & Diminishing ROC

Timing the stock market is impossible…no matter what anyone tells you, it just can’t be done on a sustainable basis.  The same can be said when it comes to career opportunities.  Take a look at this chart:

Missed opportunities

There are a number of different directions I could go comparing your career to the stock market, but my message today is that if you try to perfectly time your career moves you will spend the rest of your career with the same organization.  If you miss out on opportunities that are presented to you for no other reason then “the timing is not right,” then you are diminishing your ROC (Return on Career).    Diminishing returns on career – here is what I am talking about:

  • Exposure to salary compression
  • No exposure to new people, new clients, new cultures, or new types of projects
  • No breaking out of your comfort zone
  • Missed growth opportunities passing you by
  • Creative and lucrative retirement savings programs

I’m not suggesting making a move every couple of years, because I still believe the “job hopping” mentality will catch up to you, at least in the civil engineering consulting world.  But if an opportunity presents itself, and I don’t mean one that is just  doing the same thing with a different company for a little bit more money, those are a dime-a-dozen, but something different and challenging that can take your career to new levels; don’t you owe it to yourself to at least explore the opportunity?  It does not have to be on company time, as most executives and hiring managers we work with are willing to meet first thing in the morning for breakfast, out for drinks or dinner after regular business hours, or even on the weekends.

Quite often when I approach candidates with career opportunities with clients that I am extremely passionate about I am told that “the timing is not right.” I get it, on the surface the timing is rarely right because:

  • You are in the middle of a project – but aren’t you always going to be in the middle of some sort of project or task?
  • You would feel guilty leaving your boss with challenging task of having to replace you or pick up your work that you are leaving behind – don’t you think if your boss was presented with a great opportunity he/she would consider it?
  • You feel as though you deliver great value to your employer and you would feel bad about leaving them in a bind – other valuable employees have moved on before you, yet the company managed to survive, and often thrive!
  • You are waiting on a bonus – there is a strong likelihood that that bonus can be equalized with a signing bonus from your new employer.

It is a great time to be a civil engineer as there are tremendous opportunities available with firms that are creating new positions due to growth, expanding into new services lines, and opening up new offices in new geographies, all of which present enormous upside for experienced professional.  Guess what? The folks that take on those new and exciting opportunities are in turn creating some quality opportunities within the firms they left.  So take a step back and reflect upon all you have accomplished, what your current career situation looks like, and what the future holds for you with your current firm.

Take a good, hard, honest look.

If you do not see that defined path for advancement, or if you find that you are too “comfortable” or “content” in your current role and see that that level of contentment is leading to complacency, then shed the “not the right time” excuse and take some time to explore what other opportunities may be out there.

Wayne Gretzky

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Matt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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February 29, 2016 at 11:30 am Leave a comment

Has Your A/E Firm Taken Over Your Identity?

question

Are you known as a civil engineer, architect, landscape architect and planner OR are you known as an employee of your employer?

Recently an outstanding executive engineer was set to interview with my client. This engineer had worked as a leader in his firm for 20 years. At the start of the process, he told me had participated in a three-month long interview process for another opportunity only to not receive an offer. He was informed that he was not hired in the previous firm because they thought he was known as “Bill Smith, ABC Engineers.”

In other words, he was no longer “Bill Smith, PE, well respected leader in the ACEC engineering community.” Instead he was known as “ABC Engineers’ Bill Smith.” The firm told him that they were concerned that he had been with his employer (and successful) for so long, that his identity with municipalities and agencies was too intertwined with his firm’s identity.

This made me wonder: Can a firm take over your professional identity? Do you become the “brand” of your firm?

A “personal” or “professional brand” is an identity built around you personally. It is in basic terms, who you are and how you want the world to see you. Personal brands can be flexible and are becoming helpful for use in your career – at all levels.  A “business brand” is an identity built around a company or business. These brands are usually not flexible and can be critical to a firm’s success or failure.

Many of us are taught to be aware of our behavior when we attend business functions as we are representing our firms. We typically introduce ourselves by our name and our company affiliation. To separate your professional identity from your company’s is tricky. That is where your personality and relationships come in. You are representing your company, but remember you are also your brand.

LinkedIn and other professional social media outlets are helping many of us develop our own “personal/professional brand.” Blogs, participation in technical associations, published technical papers, LinkedIn profiles and published writings (like this one you are reading) are great avenues to have people learn who you are and what you do. For example, after reading this, it would be my hope that when someone asks “Do you know anyone who is an architecture or civil engineering recruiter/headhunter?” that you would reply “Yes. Carol Metzner does that.” 🙂

 

Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com

View Carol’s profile & connect with her on LinkedIn

civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

January 27, 2016 at 5:14 pm Leave a comment

Honesty & The Exit Interview

Exit InterviewsExit interviews are rarely an enjoyable experience – for the company, or for the employee.  Now, from time-to-time “high fives” are given when sub-par, poorly producing employees resign. Or employees skip out to their car and begin gleefully singing and offering up a rapid fire of fist pumps in the air excited about moving on to a new employer. But I believe that in many cases, when someone resigns, a good, quality relationship is broken and the exit interview can be difficult.  That said, resignations and layoffs are a part of life, and companies and employees live another day and continue to prosper no matter how awkward that moment in the exit interview may be.    So often I hear about how exit interviews are a complete waste of time, and that they are more of a “that’s the way we’ve always done it” process and mentality, and really just a necessary evil.  But WHAT IF those employees who were leaving were REALLY honest, and that leaders conducting the interview truly ENCOURAGED honesty during the interview.  A true dose of honesty could make a great impact on many organizations, big and small, but a high level of commitment to the evaluation of results of exit interviews must be made.  Many organizational leaders are already stretched thin as it is, I get it, and putting in the time to undertake such a task likely presents great challenges and can easily be put on the back burner as other priorities take precedence…but what if?

If honesty is encouraged where as those leaving your company would actually feel comfortable sharing their thoughts, consulting firms and organizations who employ civil engineers could truly continue to evolve and better themselves.  Certainly there will be those employee experiences and comments that will be considered outliers, but if you are hearing a steady dose of what really works and what they really enjoyed, and continue to enhance that culture or those programs or those projects, you will continue to retain your top talent.  Typically employees are much more inclined to share the positive than the negatives , as they do not want to burn any bridges or hurt any feelings.  But by having an honest conversation with those exiting the building for the last time where they feel comfortable ALSO sharing the negatives can be of great value to an organization.

  • **Maybe a manage or director who is great and widely liked by clients shows a completely different persona to his employees, which leads to resentment or diminished morale.
  • **Maybe some of the systems that you have in place are antiquated and prohibiting you from keeping up or passing by the competition.
  • **Or maybe a branch or satellite office is not getting the attention from corporate leadership that it so desires, and as a result the staff working there feel like the ugly duckling.

There is a saying that I have heard a couple of times recently that states, “you don’t know what you don’t know.”    Try looking at exit interviews not  merely as a formality when turnover occurs, but try REALLY using them as a learning tool and a way to provide future value to your organization.
This was the third entry in our HONESTY series.  The first two entries in this series are as follows:

What to Expect as a Candidate from your Recruiter

What to Expect as a Client from your Recruiter

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Matt Barcus
President :: Precision Executive Search, Inc.
Managing Partner :: CivilEngineeringCentral.com

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January 22, 2016 at 12:18 pm 1 comment

It’s Not About The Title or The Money: Stop Lying To Yourself!

money

If I had a penny for every time a job seeker told me that they would not reject a job offer based upon the title or the money, I could have bought an island years ago!  Stop lying to yourself.

Inevitably, 95% of job offer rejections center around money or title. That is acceptable and sometimes even reasonable. However, telling a recruiter or perspective employer that you will not be making a decision based on money or title is just not true (95% of the time).

As an executive recruiter, I tell my candidates that they should not walk away from a great opportunity over money nor should they accept an opportunity because of money. Same goes for title.

When potential job seekers call me, regardless of their experience level, I ask them a number of questions.

  1. Why are you looking for a new job?
  2. What do you want to do?
  3. What location(s) do you want to work? Are you open to relocation?
  4. What type(s) of company/companies do you want to work for?
  5. Are the answers to questions 2, 3 and 4 absolutes?
  6. What are/were you making and when is your next increase anticipated?
  7. How important are money and job title?

Why are you looking for a new job?
Are you unhappy in your current job? If so, what do you dislike AND what do you like about your situation? If you don’t define likes and dislikes, you won’t be able to red flag them and identify them in an interview. The thought “any job is better than the one I have” won’t help you in your job search. What must you have in a new job? What would you like to have in a new job?

What do you want to do?
Do you have an idea of what you want to do and are you qualified to do it? Be honest with yourself and about your abilities. If you like a variety of work, keep options open when looking at jobs. Do you know your strengths and weaknesses?

What location(s) do you want to work?
If you are not open to relocation, then do not say that you are. Many firms will not be open to telecommuting.  Do not go for an interview that requires relocation with the thought “they will love me when they meet me and allow me to telecommute.”

What type(s) of company do you want to work for?
Do you like working for a small firm, with a family feel? Do you like the resources and project scope of a large national firm?

What are/were you making and when is your next increase anticipated?
This is not a trick question. Be honest.

How important are money and job title?
If you must make a certain amount of money to live your life, then say so. If you need an officer title and won’t consider anything less, then say so. Don’t get into the interview process saying one or both items are not important and then back out later because you didn’t receive an offer with a certain dollar amount or title. It’s inconsiderate to everyone involved.

As the saying goes “Change is the only constant.”  The days of joining a company at 21 years of age and working there until you are 67 years old are GONE. As you entertain job opportunities be honest with yourself and with others at the start. You will find yourself with an excellent career opportunity with the right compensation, title and company!

Carol new profile

Carol Metzner President, The MetznerGroup Managing Partner, CivilEngineeringCentral.com

View Carol’s profile & connect with her on LinkedIn

civil engineering jobs :: civil engineering resumes :: civil engineering blog :: civil engineering discussion

January 19, 2016 at 11:51 am 1 comment

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