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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.

Job Title Area Salary Package Details

Our Latest Roles

Electronics Test Technician
Electronics Test Technician Test training can be provided but Electronics experience is essential Atherstone - CV9 - Day Shifts Up To £11.00 Per Hour Free Parking Onsite Immediate Start Available   Our established client specialise in Electronic PCB manufacturing and are currently looking to grow their team of skilled Electronic Technicians. Commutable from Tamworth, Hinckley, Nuneaton, Leicester and Coventry.   Duties Include: - Testing Printed Circuit Boards for various industry sectors - Building test rigs - Repair Soldering - Colour Coding - Test and repair - Working to specifications - Completing internal IPC certifications - Working as part of a thriving team   Key Skills / Experience Required: - You will have some previous Electronics experience such as PCB soldering, assembly, inspection or testing  - Soldering and colour coding skills - Must not have any unspent criminal convictions - Positive attitude at all times - Self-motivated, enthusiastic and a high standard of personal performance - Flexible and reliable - Team Player   The Package: - Starting rate of up to £11.00 per hour, depending on skill level and experience - Free onsite parking - Day Shifts - Monday to Thursday, 07.45-16.45 - Friday, 07.45-12.45   Interested? To apply for this Electronics Test Engineer position, here are your two options: 1. "This is the job for me! When can I start?" - Call 0116 2545411 now and let’s talk through your experience. Ask for Dan Henderson to discuss further 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 Find out more
Controls Engineer
The Role: Controls Engineer My Client are opening a brand new site in Warwickshire and are recruiting for a Controls Engineer to add their control engineering expertise to the design and development of subsystems including electrical, controls, electro-mechannical and electro-hydraulic systems.  The Company A company that is developing game changing product applications across many industries, to significantly impact global air quality and climate change for the better, opening a brand new site in Warwickshire, this is the right time to join a fantastic team! Key ResponsibilitiesCarry out engineering calculations, component sizing and selection & system designSupporting the electrical and control systems design from concept to prototype build, including working in a defined document control & release environmentImplementation of various design standards and practices including adherence to ISO9001, relevant european standards conformance, and quality management to achieve type certificationResponsible for the implementation of safe system control designThe Right Person The successful Controls Engineer will ideally be educated to degree level in a relevant discipline, as well as possessing the following key skills:A minimum of 5 years relevant industrial experience in electronic & control systems, product research & developmentExperience within a Manufacturing Environment  Proficient in industrial control programming (C, Ladder, FBD, Graphical Programming) and Matlab/SimulinkKnowledge of programming environments such as B&R, NI, ABB etcInterested? 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 Jon Webster on 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
Solutions Design Engineer
The Role: Solutions Engineer My client, who is enjoying a period of expansion, is looking to recruit a Solutions Engineer, someone that is a data driven engineer with experience in solution design to join their skilled team to collate, cleanse and analyse data to determine project requirements and help drive sales & contracting processes. You will need to be someone that enjoys solving problems and interpreting data into innovative concepts to meet the clients needs.. The Company A unique company that integrates material handling equipment, manufacturing their own products for over 20 years and supplying into a range of industry sectors.  Key ResponsibilitiesAnalyse data, understand client requirements and identify the opportunities and challenges they faceDevelop key solution design criteria and metricsDevelop material flow diagramsReview operational processes & KPIs and assess the business case justifications, such as ‘Return on Investment’Collaborate closely with the core sales team to identify and recommend solutions which fit the clients requirementsSupport the contracting phase by developing test specifications and other key contract documentsThe Right Person The successful solutions engineer will be educated to degree level within and engineering subject, as well as the following key skills:A minimum of 3 years experience in the Design of Material Handling SystemsAdvanced capabilities in Excel, Access and PowerPointKnowledge of AutoCADExperience of Logistics and Supply Chain SolutionsInterested? 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 Jon Webster on 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
Facilities Maintenance Assistant
FACILITIES MAINTENANCE ASSISTANTSITE MAINTENANCE, PAINTING & DECORATINGHOSPITALITY / ACCOMMODATION INDUSTRYCAMBRIDGE CB3PERMANENT ROLE£23,500 PER ANNUMHOLIDAY, PENSION AND BONUS   Are you an experienced Maintenance Assistant or General Handyperson?  My client owns a number of high-end Hotels/Apartments across the UK and Europe. They are currently searching for a new Facilities Maintenance Assistant to join their onsite team to continue providing the best possible service to their customers. Commutable from areas including: Central Cambridge, Girton, Albury, Grantchester, Hardwick The RoleTo ensure that all rooms and communal areas are maintained to a high standard including changing of light bulbs, painting retouch, general decorating, and maintaining electrical appliances.To assist the maintenance team to ensure that services and facilities within the site operate effectively, efficiently and safely.To assist the maintenance team in the preparation, implementation and monitoring of weekly, monthly and annual planned preventative maintenance schedules.Day to day decisions to ensure that services and facilities within the site operate effectively, efficiently and safely.Ensure that resources are used efficientlyEnsure standards of work are maintained and tasks are completed within the given timescale  Experience RequiredBasic painting and decorating skills requiredExperience of site maintenance, repairs and labouring including changing light bulbs, basic electrical and plumbing works (preferable but not essential)Previous experience working within a Hospitality Venue or Accommodation in a similar role is favourable but not necessaryAble to work weekends and evenings when requiredAbility to work under own initiative and also as a member of a teamGood communication skillsWillingness to take any further appropriate trainingHighly motivatedPackage DetailsSalary £23,500 per annumDiscretionary company bonus40 hours per week, weekend regularly required22 Days Holiday plus Statutory Bank HolidaysCompany PensionInterested? To apply for this Facilities Maintenance Assistant position, here are your two options: 1. "This is the job for me! When can I start?" - Call 0116 2545411 now and let’s talk through your experience. Ask for Emma Gilmore between 8.30am - 5.30pm. 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 People is committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system. 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?

Meet Our Team

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

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News stories

  • 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. 


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  • 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.

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  • January 18, 2022

    The onboarding process is more important than it ever has been before due to the rapidly changing workforce of 2021. The expectations employees have towards their employer have changed drastically since millennials and generation z joined the workforce, but in the wake of the coronavirus pandemic, job satisfaction is ranked according to even stricter criteria than it was before the crisis. New employees will be even less forgiving of the perceived shortcomings of their employment, so maintaining the enthusiasm of new employees should be the priority of all forward-thinking businesses.

    The Unilateral Approach

    Once you have hired a new employee, the best practice for staff retention is to have a structed onboarding process plan in place. A big mistake busy bosses can make is to concentrate on hiring new staff and leave employee satisfaction up to fate, or up to line managers and supervisors who would actually benefit from a unanimous approach to counteract the discrepancies between their respective management styles.

    Keep Your Promises

    A good work-life balance is prioritised highly by candidates on the hunt for new employment and therefore it should be offered (and even emphasised) to staff who have just joined your company. Flexible working is not possible in some industries but a demonstration of respect regarding their time and ensuring your implement the advertised benefits is conducive to sustaining interest in the role long-term.

    Sustain the Onboarding Process

    If you have a history of employees leaving the role within the first 6 months, then whether it is only a handful of recruits or linked a continuously high turnover rate, an evaluation of why this is occurring needs immediate attention. The first step of the onboarding process is the prevention of receiving an employee notice within the first few months to a year of newer employees starting, but it should seem obvious that continuing to facilitate employee engagement is an ongoing process.

    Understandably, time and resources are finite factors that managers do not necessarily have at their disposal consistently. If you would like to look at improving your onboarding process to engender the creation of motivated staff members carving out long careers with your company, get in touch with us today to see how we can help you to do just that.

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  • February 03, 2022

    At Precision People, we are diverse. Our talents are multi-faceted, our record of success is remarkable, and our goal is to help you recruit the best people for your team. Given our 18 years of experience as a highly successful and always innovative engineering recruitment agency, we have learned which mistakes are often made and how they can be avoided.

    All About You

    While there are plenty of jobhunters searching for employment at any one time, it can be tempting to let hubris take over and let only a short job description get approval for the many job sites online. While the hiring process can be costly and time-consuming, it is also vital. What also bears crucial importance is how much you see from the potential candidate’s perspective. A well-written job advert will be detailed and appeal to the skilled engineer’s way of thinking.

    A Lack of Detail

    To attract the right calibre of engineers, you need to ensure you convey your company as exciting, challenging and filled with opportunities for progression. An engineer tends to be goal-oriented and focused on the future, so if your job description is short and lacks depth, the ambitious engineer full of initiative will simply seek out another company.

    Disguising Benefits

    Some companies think being shrewd about the benefits you can offer will attract people with a better work ethic, or they want to test potential candidates. However, with the skills gap still prevalent in the UK job market today, employers cannot afford to play puppeteer with potential employees. Contrary to popular belief, a talented engineer would be more likely to pursue an opportunity with you if you have competitive benefits and convey them openly because they know they are in-demand. If you don’t offer what they are looking for, they will simply look elsewhere.

    If you would like to streamline the hiring process and benefit from expert outsider help, please contact our team today. 

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