Senior Electrical Associate (Electrical Engineer)

- Own the technical vision on large or complex renewal projects, setting direction, leading independent technical reviews, and defining best-in-class solutions. - Serve as the primary client partner, building trusted relationships, anticipating needs, and creating long-term strategic impact . - Lead and grow high-performing teams, managing and delegating both technical and management responsibilities across multiple staff. - Drive new business and market presence through high-level proposal development, thought leadership, and visible industry engagement. - Shape firm strategy, developing your own business roadmap and advising senior leadership on opportunities, markets, and emerging trends. - Strengthen our position in the industry by deepening expertise , building your personal brand, and helping the firm expand into new opportunities.

- Bachelor's degree in Electrical Engineering ; Master's degree preferred. - Professional Engineer (PE) licensure. - 10+ years of electrical engineering experience focused on existing building systems, including renovations or adaptive reuse, with d emonstrated technical e xpertise . - Recognized subject matter expertise in building systems and renovation projects. - Leadership that inspires and guides teams through mentoring, empowerment, and effective communication, while actively growing your client-facing presence.

Compensation The rate for this position generally is $130,000 - $175,000 annually. This range is a good faith estimate provided pursuant to the New York Pay Transparency Law. It is based on what a successful New York applicant might be paid and assumes that the successful candidate will be in New York or perform the position from New York.

Similar positions located outside of New York will not necessarily receive the same compensation. Actual pay rates may vary from the range, as permitted by New York Equal Pay Transparency Law.

Compensation offers will be based on various factors, including operational needs, individual education, qualifications and experience, work location and comparison to employee already in the role, as well as other considerations permitted by law. A potential new employee's pay history will not be used in compensation decisions.