1) Initial resume posting on the career portal did not generate a reply. Although common throughout many Talent management professionals, this employee owned company did not get to be a leader by doing what others do. They made a difference. Hence, spend 10 - 15 seconds per candidate and provide a status indicator, or loose the interest of candidates to the competition. Interesting approach from a non-HR/Talent Mgmt C level? Circles of Innovation. 2) The published Job description, does not reflect the actual position. The title was selected as a "calmer" title to release the allure that comes from the term "Engineer", albeit two job functions that are completely different. Maybe we should ask Project Managers to assess core soil samples at a building site. Equally, it will be interesting to see how a KPI or modified change impacting two of the three PM constraints will be addressed. With all respect, this is one area that would certainly raise red flags. It is the hope that leadership resolved the issue, for if it occurs once, where / what else is occurring that may increase productivity, reduce expense and increase profits ? Although never employed by this firm, actual assessment experience conducted the CEB opened many avenues to shore up opportunities, and becomes a better company.