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Area Sales Manager
Area Sales ManagerPlatform Lift IndustrySales New InstallationsSouth West UKCommutable from: Bristol, Bath, Gloucester, Cardiff, Swindon, Oxford, WorcesterSales Patch - South WestSalary: £35,000 - £45,000 Commission 30% Benefits The RoleIf you are an Area Sales Manager with a proven track record and strong pipeline with platform lift installations and genuine portfolio of your client base, we want to hear from you!You will be working for well-known approved platform lift distributor. The company prides itself with the installation of platform lifts Nationwide.Our client will expect you to manage your own diary & work from home but only staying away on occasion. The sales patch of new platform lift installations will be South West UK. Therefore you can commute into the sales patch from Bristol, Bath, Gloucester, Cardiff, Swindon, Oxford, Worcester The Candidate The ideal candidate will have a strong desire to improve the lives of the end-user B2B sales experience is essential for this role. You will come from the home lift, platform lift or stair lift, industry with an engineering background and engineering degree or similar qualifications. The successful candidate will have experience winning new business, project managing the contracts through to completion from concept, survey, understanding electrical drawings, installation, product aftercare customer service. Key Responsibilities Winning new business - surveying, quoting new clients including local authority, housing association, hospitalsWork collaboratively with the client from start to finish, including ordering key componentsUpon completion of audits you will write detailed reports of your findings Proactively develops customer relationships in his/her area of responsibilityAccountable for developing company customer base or market areaLead generation, conversion, opportunities, orders, contracts to meet sales targetsHand-over to installation engineering team with complete & correct informationYou will be of the mindset that this is your business Direct B2B selling of bespoke range of productsDelivering CPD presentations to architects in order to drive specificationLead generation via Barbour - main contractors, clients, architects Benefits/Package:CommissionPensionExpenses paid Company car, car allowance Mobile phone, laptop, Ipad25 days holidayCompany, product & sales training provided Interested? To apply for the Area Sales Manager (Job I.D - 54280) here are your two options:"This is the job for me! When can I start? Call now and let's talk through your experienceAsk for Ben Marmon on 01162545411 (8am - 5pm) or drop me an email on and I will get back to you ASAP.2. "I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you know Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system About Precision People This role is posted by Precision People, specialists in Technical, Engineering, Consultancy, Sales and Executive Search Recruitment. Operating since 2004, we have placed hundreds of technical candidates in fantastic new roles. Precision covers the whole spectrum of technical roles from Design Engineers, Service Managers, Mechanical Service Engineers, up to Maintenance and Production Managers. We have many technical roles both in the Midlands and throughout the UK, so get in touch today. Find out more
Tekla Design Engineer
The Role: Tekla Design EngineerMy client, who specialise in the design, manufacture and installation of high quality metalwork features which include:- Balustrades, Balconies and Staircases are looking to recruit a Senior Tekla Design Engineer to join their skilled team of Engineers.The CompanyThis is a fantastic opportunity to work for a company that has been in existence for over 40 years and is still run by its founding owners. A wealth of experience coupled with their reputation and commitment to quality has made them one of the UKs leading suppliers of Architectural Metalwork to the Construction Industry.ResponsibilitiesReporting directly to the Design Manager you will be responsible for:-Produce Detailed fabrication drawingsArchitectural metalwork detailing, balconies, staircases, glazing systemsGeneral CAD design of architectural metalworkProducing drawings on AutoCAD 2D/ Tekla package.The Right PersonThe successful Tekla Design Engineer will have performed all of the above duties within an Architectural Metalwork environment and possess the following skills and experience:-Experience of Tekla is essential.AutoCAD, Revit Or StruCAD Tekla Advanced Steel advantageousHave had experience with architectural metalworking industryPortfolio / Examples of construction drawingsUpdate GA drawings to received site survey,Prepare Fabrication Drawing Package for production (GA's, Assemblies, Single Parts, DXF's & Schedules),Liaise with customer, suppliers, design manager, site & workshopInterested? Here are your options:"This is the job for me, I meet all the requirements" - Call now and let's talk through your experience. Ask for Jon Webster on 0116 254 5411 between 8.30am - 5.30pm"I think I'm right for this position, but I'm not sure about some of the detail" - Click "apply now" so I can read your CV and come back to you.Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system.About Precision People This role is posted by Precision People, specialists in Technical, Engineering, Consultancy, Sales and Executive Search Recruitment. Operating since 2004, we have placed hundreds of technical candidates in fantastic new roles. Precision covers the whole spectrum of technical roles from Design Engineers, Service Managers, Mechanical Service Engineers, up to Maintenance and Production Managers. We have many technical roles both in the Midlands and throughout the UK, so get in touch today. Find out more
Assembly Operative
Assembly operative RequiredOngoing position commutable from Hinckley, Barwell, Stoney Stanton, Leicester Forest east, Enderby, Wigston and surrounding areas.Paying £9.00 per hour PAYE or £11 per hour UMB Our client is a well-established company with an enviable reputation within the industry and is looking for a fettler/assembly operative to join their existing team. Responsibilities and DutiesDuties will include:Working from engineering drawings to carry out assembly tasks Must be able to Fettle or Deburr components to clean finishes.Ensure at all times that the highest possible product quality is maintained.Working from engineering drawingsUsing Hand tools to assemble products as per client drawingsWorking alongside other in a team. Interested? To apply for the Assembly Operative role, here are your two options:1. "This is the job for me! When can I start?" - Call now and let's talk through your experience. Ask for Sam Taylor on 07441390103 between 8.30am - 5.30pm or email samt@precision-people.uk 2. "I think I'm right for this position, but I'm not sure I have the right skills for an interview" - Click "apply now" so I can read your CV and let you knowRef:Assembly Precision People is acting as an Employment Agency in relation to this vacancy. Find out more
Field Service Engineer
Field service engineerNorth East - Sunderland/NewcastleHome-Based/Paid Door to DoorPermanentDaysSalary: £26,000 - £30,000 plus overtime(OTE - £35,000 to £40,000) As a successful leader in the fast-paced manufacturing environment. We are a company who are very innovative and are looking to get into more markets as we grow. Due to consistent organic growth, we are now currently looking to add to our already experienced field service team. This is an exciting opportunity for an experienced engineer to join a renowned organisation. We are a firm who invest in their staff and cross-trains them at every given opportunity. The Company:Established over 40 years agoAward-winning businessVery staff/customer focus orientatedFamily-like environmentThe Person:Energetic, enthusiastic with good levels of self-motivation given the remoteness from the office.Organised but the ability to think flexibly to accomplish workloads.Willing to work away when needed (not too often, up to a week at a time - 2 or 3 times per year). There will be some overnighting needed at the start whilst the candidate is trained on the equipment etc.Experience on Gas burners & Air-Conditioning Units - desirableExperience in servicing spray booths - desirableMechanical/Electrical Split - 70/30 Qualifications:Commercial Gas qualifications with relevant Gas Safety certification17th/18th Edition wiring/commissioning/testing preferred but not essential, should have basic electrical safety as a minimumWorking knowledge of spray booths a definite advantage along with air flows and DGF burners.IPAF - desirablePASMA - desirable Full clean driving licenceThe Package:Liveried van - with fuel cardMobile phoneTablet for dealing with job "paperwork", emails etc.25 days holiday per year plus bank holidaysInterested? To apply for the Field Service Engineer Position, here are your two options: "This is the job for me! When can I start?" - Call now and let's talk through your experience. Ask for David Sylla on 0116 254 5411 between 8am - 5pm or drop me an email and I will get back to you ASAP."I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you know Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system Precision People is acting as an Employment Agency in relation to this vacancy. Find out more
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Why Precision People?

We grow our clients' businesses by finding them amazing talent. Based in the Midlands, we have been growing since 2004 and have clients all over the UK and Europe.

Precision People is a specialist search, recruitment and consultancy services organisation, focussed on providing a range of recruitment and people solutions, to a wide spectrum of industry sectors, for client organisations nationwide and beyond.

WE PUT THE RIGHT PEOPLE, IN THE RIGHT SEATS, FOR THE RIGHT REASONS. 

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A dynamic talent management and executive search consultancy that provides an integral link between the directors of growing businesses and high achieving candidates. Combining in-depth industry knowledge with the latest in talent resourcing and search methods. 

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Our team is comprised of specialist recruiters who know their industry inside out, ensuring a deep understanding of the specific skills and experience candidates need in order to fill the unique requirements of your vacancy, whether temporary, contract or permanent, from design to engineering recruitment.

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Learn how to seek, hire and retain amazing talent. The people part of your business is probably where you spend most of your time dealing with difficult situations and having the most headaches. If you want to grow your business, why not hire us to help you?

Meet Our Team

To find amazing talent you need an amazing team......

Meet The Team

News stories

  • December 10, 2019

     Precision People's annual Christmas Party   and Star Awards were held on Saturday 7th   December, at Tandem Restaurant in Leicester   city centre. 

     Staff were treated to a chilled glass of prosecco on arrival, followed by a delicious 3 course meal with wine, in a private balcolny room, over looking the city centre. 

     After dinner, the Precision annual Star Awards were presented by Commercial Director Ray Metcalfe and Recruitment Director, Phil Walker. 

    There were in total fourteen awards handed out at the black tie evening. The awards are designed to recognise the hard work of the consultants and support staff through out the year. As well as serious awards there were also a few more light hearted awards handed out. 

    Award Winners: 

    'Quote of the Year' award 

    Was awarded to Civil Engineering Recruitment Specialist, Faisal Ahmed. 

     

     

     

     

     

     

     

    'Why use five words when you can use 1,000' award

    Was voted for by the team and this was awarded to Technical Sales specialist Harry Pemberton. 

     

     

     

     

     

     

     

    'Most improved' award 

    Was awarded to Lift & Escalator specialist Ben Marmon 

     

     

     

     

     

     

     

    The awards for Highest Biller, Highest Candidate NPS, Highest Monthly Biller, Sales League Winner and finally Brand Amabassador' 

    Went to Construction and Building Products recruitment specialist, Natalie Chapman. 

     

     

     

     

     

     

     

    Natalie consistently demonstrates Precision's values which are Listen, Integrity, Passions and Support. 

    Highest Permanent Fee Award 

    Was awarded to Search consultant Mike Morris. 

     

     

     

     

     

     

     

    Best Newcomer 

    went to Engineering Consultant, Sam Taylor 

    Highest % of business brought in award

    was awarded to Maintenance specialist, Guleid Fouad 

     

    'Most Improved' and Employee of the Year' 

    L to R: Commercial Director Ray, Employee of the Year Ben Marmon and Recruitment Director Phil Walker. 

    Recruitment Director, Phil Walker commented: 

    "Congratulations to all the winners especially firstly to Natalie who won five awards including highest biller and also a massive congratulations to Employee of the Year, Lift & Escalator consultant Ben Marmon who also won 'Most Improved'.  Ben's hardwork and commitment to his candidates and clients through out the year, has clearly paid off. I also want to thank all the staff through out the year for all their hard work and dedication." 

     

    Take a look at all the photos from the recent Precision Star Awards

    If you would like to find out more about working for a recruitment firm that has fun whilst rewarding staff, contact Ray Metcalfe on 0116 254 5411 or email raym@precision-people.uk for an informal chat. 

     

     

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  • December 02, 2019

    The time period between late November and New Year's Day is the time with the lowest level of recruiting competition. So, if you're thinking about hiring in 2020, December should be viewed as a golden recruiting opportunity.

    Whether your business is in Manufacturing, Engineering, Construction or Sales; smart firms that actively recruit during this low competition time can successfully land new staff of amazing quality.  You will have far less chance of hiring high calibre staff when demand for talent is traditionally higher and there are increasing job positions available at the beginning of January.

    Recruiting in December - The advantages
    In this new era of data-based decision making in recruiting, smart businesses use data to identify the times when they have the highest probability of landing top-performing talent. And, if you run the data, you will find that December is the month with the lowest recruiting competition.

    There are many advantages for recruiting in December, here are some:-

    1. New Year, New Start? 

    At the end of the year, many people contemplate their current job. Forward-looking employed individuals will still invariably spend at least some time during the weeks before the end of the year re-evaluating their current work and life situation and rethinking whether they want to spend another year in their current job. Smart firms can take advantage of that questioning time period and be one of the few that proactively propose a new opportunity to these "not-actively-looking" individuals.

    "I need more money!" 

    The Christmas season means extensive shopping, travel, and Christmas party expenses. As a result, many individuals realise that they need a job which pays more! If your organisation's salaries are significantly higher in your sector than your competitors, December recruiting provides your firm with an opportunity to attract those who are having money issues. In addition, if you're recruiting sales people and other jobs where year-end bonuses are paid out during December, you will find that December is the top month for moving on in these kinds of jobs.

    Recruiting is a no-no for some organisations during December.

    A few firms completely shut down operations the last two weeks of December. Whilst other firms place complete hiring freezes in effect toward the end of their fiscal year. And as a result, these recruiting competitors literally offer no competition to those organisations that are smart enough to recruit during December. With no headcount, throughout December there will be zero head-to-head recruiting competitions with your firm.

    Take advantage of your competitor recruiter's being preoccupied. Most hiring managers and recruiters are distracted by Christmas shopping, parties, and family needs. As a result, they devote significantly fewer hours to recruiting. This lack of attention stretches out the time before an offer can be made. So, even if a major firm does post jobs, fast-moving firms can capture top candidates before most other firms get around to making a hiring decision during December and into January.

    Available headcount is minimal for talent within competitor firms — If you have the available headcount, your firm will have only limited competition because most top firms won't have available headcount until January 2nd (after January 2nd, your odds of winning a single head-to-head competition might sink to zero). Whereas, even large firms can't hire when their headcount is exhausted toward the end of their fiscal year. And since, many corporations' fiscal year ends in December, this will give you a head start. And, of course, with fewer jobs posted, your job role will have an improved chance of being noticed.

    "Just popping out the office to see a client..." 

    December is the easiest month to find an "acceptable excuse" for leaving the office and slip out for interviews. This is because so many employees routinely leave the office for a few hours using believable reasons like shopping, running errands, and Christmas parties. Because bosses are so accepting of excuses, it is relatively easy for candidates to make an excuse to get out of the office for either a long lunch with a recruitment consultant or a formal interview. 

    Activity on social media is higher than ever, making it easier to contact potential new employees. Almost everyone is highly active on social media during Christmas. Your recruiting targets are constantly checking social media for messages from family and friends. As a result, there is an increased chance that they will see, read, and even respond to your recruiting messages.

    Potential new employees may use their free hours during December to update their LinkedIn profiles or their CV's, so recruiters can use those updates as an alert that these individuals may be open to new opportunities.

    The Christmas schedule is quieter. 

    There are no industry conferences, important seminars, or other major corporate meetings scheduled during the Christmas period. As a result, top prospects are not preparing for them, so they have more available free time to consider job opportunities. Also, because many employees and even customers take time off during this month, many major projects are essentially forced into suspended animation.

    Top-performing prospects also have more time for catching up on reading and learning, so candidates may be reading your employer branding materials for the first time during December. Many prospects also take their 'unused holiday' in December (because they may lose it at year's end).

    And as a result, candidates are much more available for calls and interviews. Obviously, with few events and meetings scheduled, your recruitment consultants themselves also have more available time to make a strong "December push."

    Identify a Recruitment Consultant who has experience within your industry.

    In any competitive scenario, if you want to win more than your fair share of head-to-head competitions, go against the flow. If you're planning on recruiting in the 1st quarter of 2018, you should seriously consider "counter cycle recruiting." Instead of shutting down the recruiting function during December, put together a "December recruiting push" in order to get ahead of your competition. 

    Focus your time on liaising and working with a knowledgeable recruitment consultant in your industry, who knows how to discreetly approach forward-looking individuals who, even though they  are in a current job, use December as a time to rethink their career path and their opportunities for the future.

    And finally, understand that because it's "a season of giving," consultants are not intruding on potential candidates; instead, they are providing individuals with exciting opportunities that will change their lives.

    This "gift of a new job" costs the individual nothing, but they and their family will receive great long-term benefits from it for years to come.

    So, if you are planning on hiring in 2020, it will pay off next year if you seek out now a specialist recruitment consultancy in your sector and start to build that relationship, so you're ahead of the game in January and beyond. 

    Precision's consultants are specialists in a number of fields including engineering, technical, and executive search - contact us today on 0116 254 5411 to find out how we can help you or email us on hello@precision-people.uk or use the contact us form.

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  • October 07, 2019

    Like most things, there is a right way and a wrong way to go about things. But, how do you find the RIGHT technical contractors? In this article, the top 5 business mistakes companies are continually making are revealed.

    Mistake One
    Choosing a recruiter that keeps calling you, thinking that they'll be able to offer you the right technical engineering contractors for your business. Just because they keep calling does not mean they are the right choice for you.

    How You Can Avoid This
    Identify a specialist consultancy that has expert knowledge in your specific engineering or technical sector. You need to be able to speak to knowledgeable consultants who understand exactly what you require. This will save you valuable time because once they have taken a detailed job specification from you; they will be able to deliver you the right contractors first time.

     

    Mistake Two

    Hiring contractors that turn out not to have the correct skills for the job. How annoying and what a waste of your time. You've tried to train them and it's clear that they just haven't got the right skill set.

    You can avoid this
    Use a straightforward four or five MUST HAVE tick list for the work you need doing. An external recruiter should ask you this at a minimum and should LISTEN and UNDERSTAND what you are saying and know why it is important.

     

    Mistake Three
    Hiring contractors that haven't been thoroughly referenced.  Oh dear, more of your time wasted. The contractors staff you've been supplied with may turn out to be totally unsuitable.

    You can avoid this.  Always get references on the people that you take on, even if it is for a short time period. By checking out contrcators backgrounds with previous short term employers, and how well they have worked with both other engineers and fellow contractors in the past, any issues likely to happen can be avoided.

     

    Mistake Four
    Not having a thorough and smooth on boarding process when hiring technical contractors. Contractors will quickly get frustrated if your business has not thought a thorough and effective process which means they might be losing money. 

    You can avoid this
    Create a smooth on boarding process so your contractors can hit the ground running. Time you invest in the process will pay dividends in the long run. Why not get them to have a mentor or shadow someone in the their first week?

     

    Mistake Five

    Not comparing your daily rates to your competitors and the current market. Contractors are highly skilled and they are looking for contract rates that refelct this. Make sure your rates are competitive. 

    How to Avoid This
    By using a specialist contract recruitment consultancy, they will offer up to the minute market advice on what other businesses are currently offering within your marketplace. 

    If you're thinking about hiring skilled temporary staff but not sure where to start, contact one of our team today and they will talk you through your options and how they can help your business. 

    Call the team today on 0116 254 5411 or email hello@precision-people.uk. 

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  • September 24, 2019

    Important Succession Planning Tips for Family-Owned Businesses.

    The majority of family-owned businesses are run by baby boomers, which makes the need to have a well thought out plan for leadership transition essential. Some business owners are fortunate enough to have the next generation ready to take over and lead the entire organisation (whether they have the skills and determination to grow the business is another matter! 

    I have worked with family businesses within manufacturing that have continued to thrive as offspring have been taught over several years, in readiness to finally take over the family reins.   

    I’ve also worked with and heard of family businesses in which the sons or daughters, once they have taken over, have made the wrong decisions and consequently, those businesses were not as profitable as they once were. 

    Finding the right leader should be a top priority. Succession planning can be a challenge, which is why we have compiled the top tips for effective planning. You can preserve your legacy with an effective succession plan. 

    So as head of a family run business, what should you do? 

    You have to determine from the outset, whether your children are serious contenders to run your business. Ask yourself honestly, if they truly have the soft skills as well as the business knowledge to grow the business after you have stepped down. Are they willing to learn from you? It’s one thing them working for the family business but quite another them actually taking over the responsibility of a company. 

    Tip 1. Begin the Process Early - This is a time-consuming endeavour but will pay-off in the long run.

    The earlier you plan for a leadership transition, the more effective it will be when the time to handover leadership arrives. To prepare:

    If you have identified potential successors, which could be relatives or other people in the business,  assess what gaps they have and create a personal development plan to prepare them for their future role. The better prepared they are, the easier the transition process will be. 

    2. Identify and Define the qualities needed in a future leader - This is especially important if you will be hiring somebody from outside of your business.

    Alike to when you hire a new employee, it is crucial to define the necessary skill-set and experience for the role. But more importantly, define the personality and values that the candidate will need in order to preserve the current culture and legacy of your family business.

    3. Invest time in a thorough interview and evaluation process - Don’t solely focus on skills, cultural fit is just as important.

    Carefully plan out how you are going to determine the right fit through interviews, assessments, previous experience, references etc. 

    It is just as important to have the right interviewers. Who knows you and subsequently, the values of the family and the business? Having external advisors who will have a more holistic view of your business may help you make the right decisions when hiring. 

    In my experience, finding the right person for a family business is all about cultural fit. Are they going to fit and get on with the culture and the values of your family business? 

    4. Long Term Incentive Plans (LTIP)

    You don’t have to completely give away the family business that you have worked so long to create, but an LTIP will be necessary to retain your future leader and preserve the family business.

    Identify what truly motivates your high-potential employees. Unleashing the full potential of your key-employees and keeping them motivated will ultimately be the key to successfully preserving your legacy.

    These top tips can help you to plan and develop your succession plan, preserving your legacy with the right leader. 

    If you are currently planning ahead for your manufacturing family business, contact Recruitment Director, Phil Walker, on 0116 254 5411 or email phil@precision-people.uk who has several year's experience recruiting senior hires for family business and offering honest, simple advice to help move your business forward. 

     

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