Engineering and industry

Demand for technical staff has outstripped supply for years, from installation and maintenance to engineering. An aging workforce is taking experienced professionals off the market, and too few young technical people are coming in. The result: post just a vacancy and you're fishing in a pond where everyone else is already fishing.

The good news: technical talent isn't unfindable, it's passive. Mechanics, operators and engineers are open to a better place, but won't go looking for it themselves. You have to reach them in their own environment, with a story about the work itself: the projects, the technology, the team, the terms.

For hands-on technical roles, visibility on social media with concrete footage of the work does the job, combined with a short mobile application route and phone contact the same day. For scarce specialists and engineers we add active sourcing and personal outreach, and for senior profiles Thought Leader Recruitment as well.

Which mix your vacancy needs depends on role, region and scarcity. That's exactly what we map out before we deploy anything, as we do for every vacancy.

Engineering isn't one target group but a collection of them. A service technician moves differently than a work planner, and an operator differently than an R&D engineer. That's why every role gets its own message and route: practical and operational where pace counts, specialist where substance convinces.