Senior Structural Project Engineer

- Independently evaluate, adapt, and apply advanced engineering concepts to challenging structural problems, often devising new or customized solutions.

- Develop deliverables that communicate clearly with clients.

- Proactively coordinate with architects, contractors, consultants, and internal experts, expanding your network and influence across the industry.

- Contribute to proposals and represent TT's technical excellence with clients.

- Engage in internal collaboration with colleagues focused on sustainability, resilience, forensics, renewal, protective design, and more.

- Build the leadership quality of seeing beyond tasks to how structural decisions shape outcomes, innovation, and long-term client value.

- Mentor earlier-career engineers, enhancing your ability to influence and elevate a team.

- Bachelor's degree in Civil, Structural, or Architectural Engineering; Master's degree preferred.

- Professional Engineer (PE) and/or Structural Engineer (SE) licensure.

- 6+ years of structural engineering experience, ideally within a consulting environment.

- Strong background in analytical modeling, detailing, and advanced engineering concepts (steel, concrete, timber, seismic, tall buildings, specialty structures, etc.).

- Ability to independently develop engineering approaches, solve novel challenges, and demonstrate the curiosity and initiative to grow into a technical leader.

Compensation The rate for this position generally is $100,000 - $125,000 annually. This range is a good faith estimate provided pursuant to the Washington State Pay Transparency Law. It is based on what a successful Washington State applicant might be paid and assumes that the successful candidate will be in Washington State or perform the position from Washington State.

Similar positions located outside of Washington State will not necessarily receive the same compensation. Actual pay rates may vary from the range, as permitted by Washington 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.