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Quality inspector
Quality InspectorPaying up to £9.50 per hourOur well-established client has recently taken on a major project within the UK that will ensure continuous work throughout the next two years,to complement their successful precast concrete manufacturing business.Job Role:Quality Inspector will be required to learn and understand how to audit and check the quality of concrete.Concrete Operatives will be required to learn and understand how to clean moulds and assemble them in preparation for casting.Each operative will be expected to assist in filling the moulds achieve a finished smooth finish by the use of trowelling techniques.Other daily duties will include maintaining a clean working environment and preparing moulds /components for the following day/shift.Working as a team member is essential!Working Hours: Operatives will be expected to work a two shift system on a weekly rotating basis.Between the hours of - 07:00am - 06:00amDay and night shift available.Must be flexibleRequirements: All concrete workers must1.) Be physically fit- As this is a very physical role2.) Have their own transport (for getting to and from work)3.) Must complete an application and monitoring form before being considered for an interview.4.) Provide their own work bootsInterested?To apply for the Quality Inspector 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 Sam Taylor on 0116 254 5411 between 0830 - 5.30 pm or email me on"I think I'm right for this position, but I'm not sure I have enough to secure an interview" - Click "apply now" so I can read your CV and let you know.Precision People are committed to keeping candidates informed and offer a guaranteed response within 7 days when applying through the application system.Quality InspectorPrecision People is acting as an Employment Agency in relation to this vacancy. Find out more
Panel Wirer
PANEL WIRER£11 (PAYE) OR £13.60 (UMBRELLA STATUS)INCREASED PAY RATE ON COMPLETION OF TEMP PERIODTEMP TO PERM POSITIONMONDAY - FRIDAY - DAYS ROLELEICESTER/ OADBY/ WIGSTON/ MARKET HARBOROUGH/ KIBWORTHMy client are a specialist engineering firm based in Leicestershire, they manufacture, install and maintain specialised safety equipment for larger commercial applications. Due to an increased order book in 2019 they now require a skilled panel wirer to join their team at their manufacturing facility in Leicester. If you are an experienced panel wirer please read on….BENEFITSCompetitive PayIncreased Pay Rate when entering permanent employmentLots of hours3 month contract which will then go permanentEstablished business THE ROLE OF PANEL WIRERCollect kit of partsCollect Schematic diagramsReading of schematic and technical diagramsDrilling and tappingIdentifying componentsWiring point to pointCrimpingBuilding loomsTesting of workSome light mechanical assembly of cabinetsTHE RIGHT PANEL WIRERAbility to read schematicsWire point to pointTerminateWork as part of the teamBuild panels from scratch17th or 18th Edition Qualification would be advantageousC&G or NVQ in electrical engineering would be advantageous Interested? To apply for the Panel Wirer Position, here are your three options:1. "This is the job for me! When can I start?" - Call now and let's talk through your experience. Ask for Chris Buffham on 0116 254 5411 between 8am - email outside of these hours.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 know3. "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 systemAbout Precision People This role is posted by Precision People, specialists in Engineering, Technical, Consultancy, Sales and Executive Search Recruitment. Operating since 2004, we have placed hundreds of engineers in fantastic new roles. Precision covers the whole spectrum of engineering roles from Welders, Fabricators, CNC Machinists, Panel Wireman up to Production Managers. We have many engineering roles around the East Midlands including Leicester, Coventry, Derby, Nottingham, Coalville and Northampton, so get in touch today. Find out more
Lift Service Engineer
Lift EngineerService, Minor Repair & Call-OutService Route - DorsetCommutable from: Southampton, Portsmouth, Bournemouth, Weymouth,Salisbury, Andover, Winchester, FarehamSalary: £38,000 - DOE, travel paid, uncapped overtime,Benefits: Private pension, private healthcare, 25 days holiday,Expenses, company van, PDA, phone, A new lift engineering opportunity based in the Dorset area! If you are a skilled Lift Engineer that can easily commute to Dorset we want to hear from you!As a Service, Repair and call-out Engineer you will complete maintenance and repair work to reduce the risk of future breakdown.The Service, Call out & Repair Engineer will carry out service and repairs to a range of lifting equipment on customer sites in a safe, professional and cost-effective manner, maintaining documentation of all works carried out in line with Health and Safety and Quality procedures. Our client has a respected name in the market and offers both career progression and longevity.This is an ideal role for Lift Engineers that want to progress and are being stretched and desire a better work/life balance! If you are an experienced Lift Service Engineer, Lift Engineer, Service and Breakdown Engineer, Modernisation Engineer, Repairs Engineer, Service and Repairs Engineer, Service and Call-Out Engineer in the Lift and Escalator industry, lift industry, we want to hear from you! Lift Engineer - ResponsibilitiesCompleting repair work - reducing the risk of breakdowns, accidents & emergency repairsTo provide a high-quality personalised serviceInspect, clean, lubricate and adjust all components for optimum performanceAll types and makes of passenger, goods and service lifts.A detailed report of the work carried out at each service visit. Identification of weak and faulty parts before they cause a problemPriority repair work following a breakdownTake part in the on-call rota Lift Engineer - RequirementsExperienced Lift EngineerQualifications - NVQ 3, J Modules, QBEIndustry Knowledge & proven experience (minimum of 5 years)Service & RepairsConfidence with a range of manufacturers is desirableExperience working on standby as part of an on-call rotaExperience servicing and repairing passenger lifts Interested in this Lift Engineer position? Use reference - Job I.D: 50292 & Get in touch today!"This is the job for me! When can I start?" - Call now and let's talk through your experience. Ask for Ben Marmon on 44 (0) 116 2545411 or email with your resume and questions and I will reply with more detailAbout 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
Fire Safety Engineer
We have UK wide opportunities for Fire Engineers up to Technical Director level in Manchester, Leeds, London, Bristol, Birmingham, Cardiff, Sheffield, Glasgow and Edinburgh. Paying a basic salary up to £70,000 plus a competitive pension scheme and other benefits detailed below. The Company The successful Fire Engineers will be working for the industry's leading organisation. You will be working for an employer that...Works on the industry's most impressive projects both in Britain and internationallyDesigns innovative Fire Safety Strategies for the industry's most impressive projectsHas airports, world-cup stadiums, and multi-storey towers among its portfolioProvides unparalleled career progression opportunitiesPays a competitive basic salary, bonus benefitsSponsors your path to becoming a Chartered Fire Engineer The Candidate Minimum requirements: At least 1 years' Fire Engineering experience designing Fire Safety Strategies for buildingsProven track record of working to BS 9999 / 9991 / 7974Bachelors degree in Engineering or Fire-related disciplineMember of the Institute of Fire Engineers (IFE)Excellent communication skillsCFD modelling and NFPA experience is an advantage Benefits Package The following benefits are available to the successful Fire EngineerBasic Salary £27,000 - 70,000 per annum bonus25 days holiday STATPensionPrivate medical insuranceOngoing training & development Interested? To apply for the Fire Engineer 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 Vanessa on 0116 254 5411 between 8.30am - 5:30pm.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 know Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system Ref: Fire Engineer locationAbout Precision People This role is posted by Precision People, specialists in Consultancy, Engineering, Technical, Sales and Executive Search Recruitment. Operating since 2004, we have placed hundreds of consultancy candidates in fantastic new roles. Precision covers the whole spectrum of consultancy roles from, Machinery Safety Consultants, Expert Witness, Health & Safety, Acoustic, Principal Fire Engineers through to Forensic Investigators and Consulting Engineers. We have many Consultancy roles throughout the UK and Europe, so get in touch today. 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.



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. 


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 19, 2018

    Whether you're a line manager of an engineering firm or a sales director in charge of twenty sales people – one issue that all managers and senior employers face at the start of a New Year, is keeping your team constantly and consistently motivated.

    With the cold and dark mornings still against us, staff are naturally feeling a bit low after the fun and frolicks of Christmas. What can you do to give them a kick start and get them motivated and excited to come to work everyday with a smile on their face?

    When your employees feel motivated, they engage more with their work and this in turn has a positive affect on the whole team's output. Happy employees equals happy clients! You have a vested interest in the quality of your team's work, obviously, but you also have a responsibility to contribute towards their job satisfaction.
    Of course, every individual will relate to different methods of motivation, but here are seven ways of keeping your team's spirits high:

    1. Make them feel valued

    People want to feel valued and love to receive praise and recognition for a job well done, especially in front of their peers. Praise can go along way to make them feel like they are part of the team and achieving their goals. From prizes of a bottle of wine for a team member bringing on a new client that week, to vouchers for meals out, it doesn't have to cost you a lot and the options are plentiful.

    2. Clear frequent communication

    Clear and frequent communication is the key and will boost your team's success. Employees dislike being left in the dark on any issues. Take a look at our how you currently deliver important messages to you team. Are they via email? Or via the office gossip making tea in the kitchen. Are there channels or systems where you could improve? 10 minute weekly catch-ups with employees could potentially nip problems in the bud or address any confusion.

    3. Encourage career progression

    If an employee sees little room for advancement, they may feel they have nothing to work towards. Create extra responsibilities for staff to expand their experience and put them in better stead for promotions. Provide training and development opportunities and as well as showing employees you're confident in them.

    4. Create a positive working environment

    The office atmosphere can have a very powerful impact on the way people work. Any conflict or negativity will almost certainly restrict workflow, so make sure you're providing appropriate platforms for employee feedback.

    Let them have fun and make the team feel valued. Do you celebrate birthdays or get involved with charity events? Why not raise some money for a good causes whilst staff boosting staff morale.

    5. Give them responsibility

    An employee who only receives small, menial tasks, will in time become unhappy in their role. Likewise if someone's been overloaded with work they might struggle under the pressure. Try to delegate responsibilities that will add variety to an employee's day.

    6. Define their career paths

    As well as developing your staff for progression opportunities, it's important to show them where you think they're headed and helping them get there. Regular appraisals and target-setting provide a good setting for this, and are also a good opportunity to review and praise your employees' work.

    7. Employee surveys

    An effective way of finding out how employees really feel in their role, is an anonymous employee survey. The findings of the survey may highlight issues you were not aware of and help you to identify changes you need to make. Keep staff informed by displaying the monthly results where they can be clearly seen.

    Staff appraisals are an official route to find out how employees are feeling, although you may find they might be less willing to talk directly to you. Another way to gain people's views is to have a suggestion box, where people can drop in their new ideas.

    It really pays to frequently monitor how your staff are feeling and create different avenues for them to give their honest feedback. This will also be of benefit to your business when you next hire, as you clearly demonstrate to potential new staff the various methods in which you motivate your employees.

    If you would like to talk to our consultants about ideas to motivate your team further in 2019, contact our team on 0116 524 5411 or email 

    Like this article? Why not read  "7 quick tips to improve your employer branding."

    Check out our consultancy team here


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  • October 09, 2018

    What does the outside world think of your company? Your employer branding and how it is portrayed controls the person that you hire.

    Here are 7 quick tips: -

    1. Look at your website – what does it say about you? Imagine you were a potential candidate, what impression would you gain purely from your site? Do you look like an attractive company to work for? Compare your site to your competitors, who would you choose, why?
    2. Keep your social media pages up to date with images of your place of work if it’s appropriate. Also add awards, news, and team days out. Link your main site to your social media pages including your Facebook, Twitter and Instagram pages. 
    3. What do your competitors say about themselves – how do you compare? Spend some time researching them on and off line. You can even set up google alerts which will notify you of any changes or news about them. 
    4. Survey your staff. Get them to complete a quick questionnaire on what they like and dislike about working for your company, the results may surprise you! You can then use the results when promoting your business to potential candidates. You might find the smallest of things can make the biggest difference.
    5. News section on your website. Add relevant news about your industry and keep adding stories. This makes your site look current and up to date, making your company appear knowledgeable and a market leader.
    6. Look at your recruitment adverts, - does it make someone want to work for you? How is it actually perceived? Ask colleagues or friends for some honest feedback.
    7. How do your current recruiters, internal and external sell your company to the market? What do they say to explain certain key areas that would be important to the candidates?

    Everyone who comes into contact with your business will have formed an opinion about whether your company is a positive place to work for. Whether they are past and current employees, suppliers or potential new employees. Therefore, your employee branding is very important and must be monitored and maintained to keep it fresh.

    Precision has a step by step process we follow when working with our clients, including looking at a companies employer brand and how we can work together to improve it.

    If you would like to have a chat about how we can help your business improve it's employer brand and deliver the candidates you need to make your business grow, contact us today on 0116 254 5411 or email 

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  • September 17, 2018

    Why Do Some People Achieve Their Goals in New Jobs and Others Do Not?

    Statistics indicate a worrying trend that many people fail in new jobs despite the initial promise they show in their interviews. Businesses take a gamble every time a new employee is hired even with apparently good interviewing, selection and training policies.

    Understanding the main reasons why new employees are dismissed can help you avoid this happening to you. The only comprehensive study of employee failure is by Leadership IQ. Their report found that:

    • 46% (just under half) of all newly hired employees fail within 18 months and only 19% achieve unequivocal success.

    • Most surprisingly this research shows that when new hires fail 89% of these are for reasons relating to attitude. Contrary to popular expectation, the primary reason for failure is not a lack of technical skills.

    When assessing hiring failures it is found that people don’t underperform because they lack technical skills. People underperform because they lack soft skills. 

    What Are Soft Skills?

    Soft skills can be acquired but cannot be specifically taught or evaluated.

    Examples of soft skills are:

    • Strong and professional communication skills
    • Time management
    • Organisational skills
    • Reliability, sense of responsibility and job commitment
    • Motivation and teamwork

    While hard skills are necessary for any position, soft skills are crucial in the successful utilisation of hard skills in achieving employment goals. Most employers value mind set or the ability to think critically and make logical decisions. These skills shape how you respond to situations.

    Many employers set great store by employees who are determined, dependable, innovative, and collaborative. Soft skills are subjective and are associated with personal attributes and character. Soft skills are often described as people skills or interpersonal skills revealing how one relates and interacts with other people.

    What Are Hard Skills?

    While, in contrast, soft skills are a complete collection of our social, communication and self-management ability that enable us to work and integrate into a work place.

    Soft skills are the capabilities that enhance or emphasise the hard skills. It is not that technical skills are unimportant; just that they are much easier to assess and that is why attitude (mindset) is the most important predictor of a new hire’s success or failure.

    Hard skills are specific technical skills based, and these are teachable.

    Some examples of hard skills are:

    • Academic qualification such as a degree

    • Proficiency in computer programming

    • Customer Service experience

    • Speaking a foreign language

    • Operating a type of machinery

    Most companies do a good job of judging candidates’ technical skills. Some conduct day-long interviews focused on complex manufacturing methods, project management skills, and data analysis. Then, in the last half an hour, the interviewer will ask some non technical questions, often as an afterthought.

    Hard skills are usually related to professional knowledge, tools or techniques that allow us to work within our profession.

    Most Interviewers Find Soft Skills Difficult To Assess

    Some of these could be:

    • Repeatedly completing high-quality work on time

    • Persuading others to consider different technical points of view

    • Coaching and being coached on technical and non-technical matters

    • Working successfully for a variety of managers, each with their own individual style

    • Remaining flexible enough to handle rapidly changing design requirements, yet still hitting deadlines

    • Making tough decisions with limited information and often dealing with ambiguity

    • Challenging conventional wisdom and authority

    • Helping team members who are struggling

    • Taking over without being told that a project is in trouble

    • Managing multiple projects to a timeline

    • Meeting budget restraints and their implications

    • Prioritising with little direction.

    Most companies find that these all-important questions are not asked, and, with hindsight soft skills are almost always to blame for a person failing to deliver. When asked what makes the best manager in their business, it’s usually that their soft skills make the real difference.

    If soft skills are not discussed, you could easily find that some candidates with extraordinary soft skills have been excluded because they didn’t meet the company’s benchmark for technical standards.

    These are the people who could have become your best managers. To assess the area of soft skills, the role has to be reviewed in order to list the soft skills relevant to reduce the probability of job failure or under performance.

    How To Identify Candidates’ Soft Skills

    Some headlines that could be assessed are:

    Planning - How do you work out what your top priorities are?

    Initiative - Describe the most recent situation where you found you had a work related problem. What did you do to resolve it?

    Communication - Have you ever given instructions that someone didn’t follow? If so, why do you think that happened?

    Integrity - Have you had to deal with a coworker who wasn’t pulling his or her weight? If so, what did you do about it?

    Leadership - Did you ever need co-operation from a group over which you had little authority? If so, how effective were you?

    Persuasiveness - What strategies have you found work best when trying to sway someone to your point of view?

    Sales - Describe the main types of people you target. What approach do you use for each group?

    At Precision we have embedded soft skill assessments into our client hiring processes by identifying the non-technical skills required for a position. These non-technical skills and assessments are integrated into the interview process.

    The interviewer introduces the measurement of non-technical skills early in the interview process, rather than leaving this critical area to the end.

    By using this strategy, potentially great hires wouldn’t be inadvertently excluded. One of the best ways to tell if applicants have the skills to perform specific tasks is to directly ask how they’ve used those skills in the past.

    To find out more please contact us for an informal discussion of how you can lower your hiring failure rate and make a real difference to your business on 0116 254 5411 today. 

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  • September 06, 2018

    Precision People, the specialist recruitment consultants in the sectors of Engineering, Technical, and Sales recruitment and operating for over fourteen years, are going from strength to strength with the recent creation of a bespoke training academy.

    The Precision Academy, consists of a 6-month training course based within a purpose-built room, includes a structured plan of training & activities to give trainees all the necessary skills, knowledge and experience to launch a successful career in the recruitment industry. Supported along the way by a trainer and an additional external trainer who visits once a week.


    Trainee Recruitment Consultant, Vanessa commented:-   


    “Having not previously worked in recruitment, Precision Academy has been seamlessly paving the way for me to transition into a full 360 recruitment role through a well-thought-out, step-by-step approach. In addition to receiving one-to-one training support on a daily basis through on-the-job learning, we also have assigned days that we spend studying industry best practices with a recruitment specialist in an interactive, classroom-style, learning approach. Having been in training for just over two months, I have already made many successful candidate placements, have a growing client base of my own, and am now being supported by management in carving out my niche area of recruitment expertise.”

    Training & Recruitment Manager Natasha commented:-

    “The Academy has been an amazing success so far, and I am incredibly proud of all of our trainees who’ve come a long way since starting, just a few months ago. Their determination and focused attitude have allowed them to make great progress, already making placements and receiving commision. I have personally found the experience rewarding, learning new things every day about how the industry is changing.”

    Trainee, Vanessa concluded:

    “Above all, I admire Precision's values and how we are encouraged to never compromise on integrity or quality in business. I also really enjoy the emphasis placed on mindset and goal-setting in recruitment - it's great to see all the employees pin pictures of their personal goals to the sides of their desks to keep motivation and focus levels high!”

    Managing Director, Phil Walker commented:

    “We have designed the Academy with the help of some of the most experienced recruiters and trainers in the US and UK. We’ve put together a robust, quality driven training system that is akin to how the professional environments of law would grow their talent. The six-month program is theoretical and practical applications of best practice that is way ahead of most of the ‘same old’ ways of doing things used by our competitors. We have centred the hiring process on the person’s ability to learn, understand and achieve the critical parts of being a professional recruiter, not what they have done in a previous job or how experienced they are. The whole company has embraced the new academy team, raising our overall standards and success in all areas of the business.”

    Precision is currently interviewing for the next three people to offer academy places to this year, so if this sound like the right career for you or someone you know, please make contact as soon as possible, the new team of hires will be starting early October.

    If you are interested, this is the perfect opportunity if you are starting your career or are thinking of making a change.  Get in touch by contacting Natasha Bates, Recruitment Manager on 0116 254 5411.

    This press release was recently published in Recruitment International. 

    Click here to find out more about the academy.


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