Shaun Treacy’s Post

For engineers, attitude is SO important.    Having the right attitude will go a long way in your job search and career.    What stands out to me and maintenance/engineering managers: They’re enthusiastic     Really listen to the details     You only have to tell them once    It would sway a lot of hiring managers choice when deciding between candidates. Do you agree?   #MaintenanceEngineer #Recruiter #Atittude

Hunting down Maintenance Engineers to join your business?  I can help.  But I’ll have a few questions before I can get the cogs turning.  Some are hesitant to give all the details. But reality is, I need to understand the role inside out to find the best-suited candidate for the position.  For example, Engineers want to hear about longevity in the current team. So, I need to know details when they ask.  Something I like to do is pitch a site visit. This really helps me take that understanding to the next level. And in the past has led to a quicker placement.  Get in touch for help filling openings in your business 📲 07940 432 882  #MaintenanceEngineering #Recruiter #Hiring

🚀 Struggling to Fill Key Manufacturing Positions? Let’s Change That! In today's manufacturing landscape, the quest for top talent in roles from Maintenance Techs to VPs of Operations is more competitive than ever. With an impressive 78% of manufacturers identifying hiring as their primary hurdle (as per recent stats), it's clear that a strategic approach is needed. That’s where I come in 😎 My expertise covers the full spectrum of professional manufacturing roles, including Manufacturing Engineers, Automation and Electrical Engineers, Production Supervisors, and Supply Chain specialists. But don't just take my word for it - check out my recommendations from a variety of industries to see the difference I’ve made! Whether you’re looking to bolster your team with skilled professionals or seeking strategic staffing support, I’m here to help. Let’s connect and turn your staffing challenges into opportunities. #Manufacturing #Engineering #Hiring #Recruitment #SupplyChain #ProfessionalNetworking

As a seasoned recruiter in the manufacturing industry, I understand the pivotal role that maintenance engineers play in ensuring the smooth operation of production facilities. These highly skilled professionals are responsible for the upkeep and repair of machinery and equipment, essential for maintaining optimal productivity. Their expertise in troubleshooting and problem-solving is crucial in preventing costly downtime and ensuring the safety of the workforce. ⚙️🔧 In today's fast-paced and competitive manufacturing landscape, the demand for talented maintenance engineers has never been higher. Companies are seeking individuals with a strong technical background, excellent attention to detail, and a proactive approach to maintenance. The ability to work under pressure and effectively communicate with other team members is also highly valued. A career in maintenance engineering offers not only stability and growth opportunities but also the satisfaction of knowing that one's contribution directly impacts the success of the entire operation. 🏭💼 I encourage both experienced maintenance engineers and those aspiring to enter the field to continue honing their skills and staying updated on the latest advancements in technology and best practices. By investing in continuous learning and development, individuals can position themselves as valuable assets to manufacturing companies, paving the way for a rewarding and fulfilling career. #MaintenanceEngineering #ManufacturingSuccess #SkilledProfessionals

If you are struggling to recruit engineers then this issue requires an engineer to fix it. You are probably relying to heavilty on a job description to entice people to apply? Engineers usually need a lot more info before they are ready to apply for a job. They may not know they have the skills and experience you need. Or they might not really know much about the company. The solution is that I work as an extension of your business. Reaching out to engineers in your area and speaking with them engineer to engineer. Ensuring the opportunity is articulated in a way that they would be daft not to consider an initial call with you to find out more. Surely this is worth a 10 minute call with me to find out more?

Six months ago, we partnered with a food and beverage manufacturer based in North Carolina. Due to rapid market growth and rising product demand, they needed help expanding their workforce with precision on a tight timeline. Here’s what they told us: 📌 We need to expand our engineering department by 30%. 📌 We need 1 Maintenance Manager, 1 Maintenance Manager, 3 senior engineers and 7 technicians. 📌 We can’t settle for candidates who aren’t technically qualified or a true cultural fit. 📌 We have 3-6 months before this goes beyond mission-critical. The challenge was clear: scale rapidly while finding top-tier, specialized talent. We know from experience that balancing volume with precision is no small feat. Enter our recruitment team, led by Michael. Here’s how we tackled it: ✏️ We crafted a tailored recruitment plan, knowing these matters require a calculated and precise approach. ✏️ We scheduled a myriad of interviews, ensuring candidates met both technical and cultural criteria along with industry knowledge. ✏️ Despite the difficulty, we secured senior-level talent before finalizing the technician team. In less than four months, we successfully expanded their engineering department, playing a pivotal role in the growth of the company. We are now their preferred recruiting firm, fulfilling their staffing needs nationwide. Here are some significant stats from the project: ☑️ We submitted the winning candidate for a Manufacturing Engineer within four days. ☑️ We placed a Controls Engineer within two months. ☑️ We filled the Maintenance Manager role in less than three weeks. ☑️ For Maintenance Techs, we’ve submitted 28 candidates, with 18 interviews and 8 offers since mid-December. Our work impacts the trajectories of businesses and the careers of those behind them. That’s why we’re always committed to placing the right people in the right seats, ensuring future success for all. #hiring #recruiting #jobplacement #careeropportunities #humanresources #staffingfirm #crossresourcegroup

Afternoon folks! 🌅 Ever ponder why someone dives into engineering? I do! 🤔 I'm in the thick of pre-screening and - it's a passion to uncover each candidate's unique 'engineering spark'. 💡 Why? Because nailing down your motivations helps me match you with that spot-on role. It's about the perfect fit for you and the company. 🎯 As a recruitment consultant, having hearty chats with Maintenance Engineers, Electrical Engineers, and Managers, I've heard it all. From childhood tinkering dreams to loving to problem solve! My fave answer has to be the candidate who said that they are following in their fathers footsteps and it is in their blood😭 For me, it's not just about skills - it's your story, your future! So whether you're mending the gears of industry or leading the charge in talent teams - I'm here to ensure your next step is as tailored as a Savile Row suit. 🕴️ Let's chat and find that role where you not only fit in but truly belong! #ManufacturingUK #MaintenanceEngineering #TalentAcquisition

#testimonialtuesday 🌟 Are you finding it difficult to secure qualified talent in the engineering sector, or are you on the hunt for your perfect engineering role? Connect with James Mayo today to discover how he can elevate your business or career! #engineering #jobsinengineering #cncjobs #engineeringprofessionals

Job Titles are relative predicated on industry and company. Whether you are a recruiter or hiring manager, make certain you have a true understanding of the depth and breadth of an individuals responsibilities before making a knee-jerk decision on their title. Things to consider: 1) REPORTING STRUCTURE -Is the organization Flat, Matrix oriented, vertically integrated, etc... I recently placed an “HR Manager” for a Director opening. This woman had North American oversight (10 plants) reporting to an EVP-HR. She worked for one of the "flatest" organizations I have come across to date. 2) NUMBER OF DIRECT/INDIRECT REPORTS -One candidate is a Corporate Engineering Manager responsible for leading (4) Plant Engineering Mangers, the other candidate is a Site Engineering Director responsible for 2 Mfg Engineers and 10 Process Technicians. 3) SIZE OF ORGANIZATION -Revenue is traditionally the best "litmus test.” Engineering Manager at GE or Vice President of Engineering at ABC Machine Shop. 4) COMPANY SPECIFIC TITLES -A great number of the Asian suppliers and organizations we represent have titles that are VERY CONSERVATIVE in relation to ownership. This is very much cultural in nature stemming back to principals of RESPECT and TEAM. Before you make a judgement call on a prospective candidate, give them the courtesy of a 5 minute call. You will be surprised by how many more individuals you place and the connections/referrals that stem from these conversations.

How to hire an engineer and how to assess an engineer's annual performance? An engineer knows better than Human Resources department. But unfortunately in all companies the engineer bosses are forced to use the stupid questions prepared by HR, who have no clue about engineering, to hire and assess engineers. No wonder companies get crap engineers.