We build capability, then we keep it
An offshore team is only as good as the people who stay. Everything here — the training, the ladder, the review layers, the way we pay bonuses — is designed so the person who learned your job last year is still on your job this year.
How NexGenus builds and keeps its team
- Who we hire: qualified civil, structural and construction engineers, experienced detailers and practising estimators, in Ho Chi Minh City and Da Nang.
- How we train: a written checklist per client built from the applicable Australian standard, plus sponsored certification on MiTek, Pryda, Multinail, Tekla Structures and Autodesk Revit.
- Progression: a published five-rung ladder — Estimator, Senior Estimator, Detailer, Senior Detailer, Team Leader — with named succession plans.
- Quality: two reviews behind every deliverable — a senior detailer or estimator in Vietnam, then a named Australian reviewer. First-pass yield is tracked per person and reported to clients monthly.
- Retention: market pay with published bands, sponsored certification, flexible hours, transport, meal and family allowances, and a retention bonus paid to the delivery team for every client relationship they keep.
- Why it matters to clients: a trained detailer has no ready external replacement, so continuity of the individual on your account is a deliberate design goal, not a hope.
Four things we hold ourselves to
Precision
Name the clause, name the edition, measure first-pass yield. Vague work is expensive work, and in construction it shows up on the factory floor.
Candour
We say what we will do, what we will not do, and what it costs. Where a number is unverified, we mark it rather than smooth it over.
Collaboration
Your reviewer, our team leader, one checklist. We work inside your systems and to your standards, not to a generic template.
Progression
A published ladder for every person we train, because retention of trained capability is the whole business case — for us and for our clients.
How we build a detailer
We recruit qualified civil, structural and construction engineers and tell them at hire that detailing is the path. They start on take-offs and nail-plate estimating, work from a written checklist built from the applicable Australian standard, and progress to detailing after sponsored certification.
A newly converted detailer takes six to twelve months to reach independent productivity, with the first three months net negative. We carry that ramp and we say so — it is why we can put an experienced person on your account rather than someone learning at your expense.
Training is built on the codes, not on generic CAD: AS 1684 span tables and bracing, NASH Standard NS100 solutions, AS 4100 detailing conventions, AS/NZS 4600 for cold-formed steel, AS/NZS 1170 loading, and the NCC edition that applies in the project's state.
- EstimatorCivil or construction engineer. Take-offs and nail-plate estimating from a written checklist.
- Senior EstimatorOwns a client account's throughput and quality; first reviewer on junior work.
- DetailerWall, truss or steel detailing after sponsored certification on the client's software.
- Senior DetailerReviews others' work before release and formally trains the next cohort.
- Team LeaderOwns a delivery team, its metrics, its client relationships and its succession plan.
Two reviews behind every deliverable
Self-check to your standard
Every estimator and detailer works to a written checklist built from your drawing standards, your templates and the relevant Australian standard.
Senior review in Vietnam
A senior detailer or estimating team leader reviews every deliverable before release. First-pass yield is tracked per person and per client.
Australian sign-off
A named Australian reviewer checks and releases. Every deliverable carries the line "prepared for and under the direction of the client's registered practitioner".
First-pass yield is reported to every client monthly. Where a deliverable fails review, the cause is logged against the checklist and the checklist is amended — the same discipline a plant applies on its own production line.
Why our people stay on your work
A trained truss, wall or steel detailer has almost no ready external replacement market in Vietnam, because very few employers run the same software. Every departure means a fresh recruit restarting a six-to-twelve-month ramp — for us and for the client. So retention is engineered rather than hoped for.
Pay at the local market, indexed
We pay at market in the city we operate in and re-price annually, with published salary bands so progression is visible rather than negotiated.
Sponsored certification
We pay for accredited nail-plate, Tekla and Revit training, and completion is a titled step on the ladder rather than a line on a CV.
Named succession plans
People are told which rung they are on and who is next. A published path is itself a retention instrument.
A retention bonus that reaches the team
Every client relationship kept past twelve months pays a bonus to the Team Leader and the delivery team on that account — the people who actually earned it.
Flexible, humane hours
Australian hours, but arranged so people start early and finish early. Work-life balance is the highest-scoring attribute in Vietnamese technical-workforce surveys, and it costs less than salary.
Allowances that matter locally
Transport, meal and family allowances, and a thirteenth-month structure arranged so the highest-risk fortnight of the year is not also the cheapest time to leave.
The people on your account
Managing Director
MelbourneAustralian construction manufacturing background. Owns client relationships, scoping and the Australian review layer.
Estimating Team Leader
Da NangOwns throughput, quality and the development of the estimating team.
Senior Detailers
Ho Chi Minh CityWall and truss detailing, and formally responsible for training the next detailing cohort.
Registered Structural Engineer
AustraliaExercises documented direct supervision over anything outside the prescriptive envelope and owns the job-intake triage rule.
Names, photographs and credentials to be added before launch. Publishing named people with real credentials is one of the strongest trust signals available to a services business, and we intend to do it properly rather than with stock imagery.
We will take you to meet your team
Clients are welcome in Ho Chi Minh City and Da Nang, and we plan the visit for you — the itinerary, the team leaders, the desks where your work is done. Most clients who visit convert a pilot to a seat, or a seat to a team, on the trip.
Meet the team before you commit.
Start with a fixed-fee pilot, and come and see the people who will do your work. We arrange the trip.