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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.

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Our Latest Roles

Skilled Welder/FabricatorTemporary Opportunity  Based in Buxton Looking for a skilled MIG/ARC welder/Fabricator Paying up to £18 per hour paye or £22 limited Commutable from Bakewell, Macclesfield, Leek and surrounding areas  Job descriptionOur client is looking for a highly skilled and experienced sheet metal fabricator, who can mig weld and Arc weld 3mm - 20mm The successful welder will:•             Must have a good engineering background with the ability to read and interpret engineering drawings              Must be able to work away at weekends •             Must have a proven track record as a fabricator with minimum 3 years welding experience •             Ability to work with all types of metal up to 20mm•             Must have good attention to detail•             Be able to finish a product to a very high standard•             Be punctual and a good time keeper•             Be confident, organised and methodical•             Be enthusiastic, self-motivated and able to motivate others•             Work well as a team member•             Be able to problem solve and come up with solutions Plenty of opportunities for personal development and individual growth prospects.40 hours per week (Monday to Friday) plus overtime (Evening and weekends) at competitive overtime rates.Salary range £16 - £18 Paye per hour or £21 per hour limited depending on experience.Must be flexible to work at weekends and work away Interested? To apply for the Fabricator, 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 Sharon Pickering on  0116 254 5411 between 8am - 5pm 2. "I think I'm right for this position, but I'm not sure I have enough to be get an interview" - Click "apply now" so I can read your CV and let you knowWelder/fabricator  INDTEMP Find out more
General Operative
Assembly Operative/ Production Operative required Permanent Opportunity Based in NG13 Bingham Commutable from Nottingham, Melton Mowbray and surrounding areas Paying up to  £11 per hour or £13.50 umb Hours of work Monday to Thursday 07:00 to 16:30 Mon - Friday 38 hours per week This is an ideal opportunity for a production operative to join a well established sheet metal company  The ideal Assembly operative will have the following:- Experience of working in Assembly desirable but not essential, as full training will be given in our busy  fast paced Assembly division- Experience of using hand and other associated power tools an advantage- Experience cleaning down products   supervision.- Good communication skills and attention to detail are also essential.- Have a good time management skill- Physically fit for manual handling workInterested? To apply for the Assembly/Production Operative , 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 Sharon Pickering on  0116 254 5411 between 8am - 5pm2. "I think I'm right for this position, but I'm not sure I have enough to be get an interview" - Click "apply now" so I can read your CV and let you knowAssembly/Production Operative INDTEMP Find out more
Maintenance Technician
The Role: Maintenance Technician The successful Maintenance Technician will be involved with executing planned maintenance activities, providing site based activities including testing and commissioning, and supporting with continuous project work. The position provides great opportunities for skills development, training and career growth. We are looking for motivated engineers who are seeking a career that enables growth and development, and will grasp the chance to make the role their own.    The Company An independent company where everyone has the opportunity within their role to contribute to its success and shine, a company that recognises that everyone has their own talents and skills and likes to make the most of each individual’s strengths. Fully Industry accredited, using the world’s best hardware and latest technology in their area of expertise.   Key ResponsibilitiesExecution of planned maintenance activitiesTo work as part of a tight knit team of maintenance technicians to build, test and commission engineering solutions to customer specifications using existing system integrationTo be able to work both autonomously or collaboratively as part of a team Provide support to project teams to carry out design, engineering and commissioning activities on siteTo communicate effectively with customers, clients and internal engineering teams   The Right Person You will need to be a motivated individual with a understanding of  Customer information systems, and a working knowledge of the building, implementing and testing of Rail systems. Therefore the following attributes will be advantageous to the role;Knowledge of Rail projects (Control Systems) and systems integrationKnowledge of Rail TelecommunicationsKnowledge of PLC TechnologiesKnowledge of UK Rail Scada applications  Interested? Here are your three options 1. “This is the job for me, I meet all the requirements” – Call now and let’s talk through your experience. Ask for Nathan Edmonds on 0116 478 6964 between 8.30am – 5.30pm 2. “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. 3. “I’m interested but need to know more about what this job can offer me” – email with your CV and questions and I will reply with more detail.   Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system. Find out more
Welder fabricator
Fabricator required Permanent Opportunity  Paying up to £14.90 per hour with unlimited overtime paid at time and a half This is a great opportunity for a Fabricator in Braintree commutable from Chelmsford, Colchester and surrounding areas.Daytime shift 0700 - 1600 Mon to Friday  The Company The successful welder will be working for a leading structural specialist who has an enviable reputation with its competitors Keeps a well run, clean and efficient shop floor and has a full order book for 2021 and able to offer unlimited overtime which is paid at a premium. The CandidateThe successful structural steel fabricator/ Welder will be a proactive and competent member of the fabrication team Main responsibilities include:The fabrication and mig welding of  mild Steel  Work may include:Setting up and operating fabricating machines;Use of hand tools to cut, bend and straighten sheet metal;Shaping metal over blocks or forms using hammer;Inspecting, assembling and smoothing seams and joints of welded, brazed or burred surfacesReading engineering drawingMig Welding mild steel   Competencies- Minimum 3 years experience steel fabrication - Have fabrication qualifications - Mig Welding mid to heavy gauge - Knowledge of machines and tools- The ability to read and understand technical drawings.- Flexibility- Self motivated with a drive for results and continual improvement.- The role requires physical activity including lifting. Benefits PackageOvertime available paid at a premium Perk box when probation completed  Option to buy up 10 days holiday once probation completed  Interested? To apply for the Structural Steel Fabricator Position, 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 Sharon on  07782229838 between 0730- 5pm or email 2. "I think I'm right for this position, but I'm not sure I have enough to be get an interview" - Click "apply now" so I can read your CV and let you knowPrecision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application systemRef: Fabricator welder  INDTEMP Find out more
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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. 


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.


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?

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

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News stories

  • June 26, 2022

    Electrical engineering recruitment is complex and critical. The right choice must be made, corresponding qualifications must be proven and crucially, the role must be filled. While you will have lots of notes in mental and physical form to refer to, here are some soft and hard skills to bear in mind as you aim to make your hiring decision.


    Critical Thinking

    The candidates need to demonstrate the ability to think critically. This will become evident in their previous work anecdotes as well as by the way they answer other questions. Are they speaking in absolute terms with little nuance in their descriptions? Are they effectively describing the problems they spotted and the possible solutions they came up with? The ability to be precise and analytical is important.



    This introduces the next skill nicely. It is of little value to be able to spot how to solve issues if you can’t effectively communicate your ideas. A strong communicator has the potential to excel in their career and demonstrates intelligence.


    Lateral Thinking

    Often thought of in juxtaposition to critical thinking skills, the ability to be creative is actually an integral part of being an electrical engineer. To be able to envision a future not yet created is to engineer that future. That’s why lateral and logical thinking must be hand in hand.


    There are many more attributes to look for when conducting the electrical engineering recruitment process, some of which we have covered previously. However, our services are vast and specialist, ranging from helping you with a hiring plan to providing interview training and beyond. Get in touch with our team of top recruitment experts today.

    Read More
  • April 10, 2022

    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 who has several year's experience recruiting senior hires for family business and offering honest, simple advice to help move your business forward. 


    Read More
  • April 09, 2022

    If you are getting to the stage in your electrical engineering recruitment journey where you have followed the proper procedures, have quality candidates coming in for the infamous ‘chat’ and want to proceed with confidence, here are some potential interview questions.


    Which part of the work we do attracted you to us as a company?

    Every seasoned candidate should know the importance of researching the company you are interviewing for before the big day. A genuinely interested candidate will research your upcoming projects and your overall mission because they want to contribute to your success. Sincere interest is easy to spot when you ask these types of questions because while some people are not fond of interviews so get slightly nervous, the uninterested will stand out. Short answers that feel forced are not a good sign and to state the obvious, having no idea of what your goals are is an even bigger red flag.


    How have you handled a difference of opinion in the past?

    This question forces your candidate to think beyond the theoretical and showcase a concrete example. Since electrical engineers must be able to work well in a team, strong interpersonal skills are a must. The way they answer will demonstrate their emotional intelligence – if they can demonstrate empathy for another person’s point of view, you can be sure they are not trying to falsely present as being congenial. Respect for the authority figures in positions of power is also an aspect to look out for because you want confident and self-assured engineers on your team, but they must be willing to listen and not let their ego rule. Also, look out for a clear statement of how they resolved the situation.

    At Precision, interview training is available to give you clear advice on which questions you are allowed to ask and more. Enquire with the team today if you have any questions or you want to talk through your goals with one of our team.

    Read More
  • April 05, 2022

    What creates a successful culture?

    One key aspect of creating a successful culture, is really understanding what your culture is and how it makes your business unique. Your culture is your competitive advantage. In a world where products and even services can be replicated by competitors, its culture that is your completely unique and sustainable competitive advantage.

    In the same way that no two people are the same, no two companies are the same. There isn’t a particular type of culture that will make your business X% more profitable, implementing a culture that isn’t your own is likely to have an adverse effect. (Hence why trying to change it should only be in extreme cases).

    How to understand your culture within your business 

    To really understand your culture, it’s vital to sit down with trusted team members from a variety of levels. The culture at board level may differ to the culture at entry level - it’s important to understand these differences and how they affect your business.

    Deduce what attributes your successful employees have, do they correlate with your culture? Following on from thinking about what negative traits unsuccessful employees have had. Why did they leave the business? You’d be surprised at how many of these negative traits are cultural.

    Culture TIp:  “Think about what negative traits unsuccessful employees have had. Why did they leave the business?”


    Once you understand what it is that makes your culture unique, the next step is protecting it. Whatever the size of your company it is important to hire people that fit into it, after all, one bad apple can spoil the bunch.

    How to hire someone according to your culture - 3 killers questions.

    It’s important to note that finding someone who fits your culture isn’t necessarily someone who will bring a breath of fresh air into your business. Often what you’re really looking for isn’t a someone who fits your culture, but a culture add.

    The difficulty is to find someone similar enough seamlessly slot into the team, but someone original enough to push the boundaries and bring in some fresh ideas where necessary.

    ‘Birds of a feather flock together’

    Interview questions

    Knowing the importance of employing people who add to the culture, the difficult bit is working out who matches your requirements.

    The recruitment process needs to be in place to allow the candidate to showcase what they can do and how they fit these values. The most important way for you to work them out is by asking the right questions at the interview.

    Question #1: Why do you want to work for us?

    Why ask it:

    Although this might seem like a simple question many candidates fall at the first hurdle. This question is an opportunity to see not only if the candidate has put the effort in to research your company, but also see what the candidate prioritises from what their research has shown.

    What to listen out for:

    • Whether or not the candidate has researched your company.
    • What specifically about your company the candidate has noted and prioritised?
    • Does it sound overly rehearsed or does it come across as genuine?

    Question #2: Describe a time when you were tasked with something you didn’t know how to do and how you overcame it.

    Why ask it:

    The nature of a new job will entail new challenges and there is always a learning process involved. There will be times when a new employee will be challenged with something new, are they likely to take a risk and try something without guidance or are they more risk in their approach?

    What to listen out for:

    • How comfortable are they admitting their lack of knowledge?
    • How self-aware do they seem? Do they know their own limitations? Did it take them a long time to think of something?
    • How did they overcome this challenge?

    Question #3: Tell me about a time when something unfair happened at work.

    Why ask it:

    Frustration is something that is likely to happen in any job at some stage. When an employee gets frustrated it can have a profound effect on their colleagues and the business as a whole. The important aspect of this question is seeing how they handled their frustration, were they proactive in going to the source and talking about or did they let it fester and turn into something divisive in the team.

    What to listen out for:

    • What does the candidate believe is unfair?
    • Did they take into account the accountability for the situation?
    • What effect did they let their frustration have on them? Did they channel it into something productive?
       “Hiring people is an art, not a science.” - Howard Schultz, Chairman of Starbucks


    Your culture is the most important thing your company has whether your a manufacturing plant, a fabrication business or you distribute construction products - knowing what it is and how to manage it for success is the biggest sustainable competitive advantage your company can have.

    Once you have the right people in place, keeping them motivated is the next challenge, why not check out our blog on 7 powerful ways to motivate your team.

    Read More
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