Call: 0116 254 5411

Follow us

Quick job Search



Looking to Hire?

Job Title Area Salary Package Details

Our Latest Roles

Digital Physical Design Engineer (P&R)
The main role of the Digital Physical Design Engineer (P&R) is to perform and organize the digital-physical design of IC's.ResponsibilitiesThe physical design of digital integrated circuits (place & route) following the internal design rules and quality regulations. Assumes full responsibility for the quality and accurateness of the back-end layouts.In close cooperation with analog layouts, digital designers and project leadersOrganization of deliverables and timings of these deliverables to ensure high-quality and timely delivery of the digital and mixed-signal top-level layoutAssembly of ASICs containing digital and analog parts, taking into account DFTPhysical verification: LVS, DRC, ERC, antenna, IR drop, electromigration…Setup and maintain technology setup and tool flow for place & route and physical synthesisCompetencesYou are a dynamic and highly motivated engineer with at least 3 years of experience in digital-physical design, floor planning and P&R for multiple power-domains (UPF) and multiple clock-domains.You use a script-based approach (TCL) to streamline the back-end flow.You have experience with digital synthesis, logic equivalence checking, Static Timing Analysis, and physical verification.You are fluent in English, both written and spoken.Considered as a plusExperience with DFT, BIST, and ATPG (TetraMax).Experience with library characterization tools (e.g. Liberate).Experience with front-end RTL design in VHDL and/or Verilog and/or SystemVerilog.Experience with front-end verification, preferably in SystemVerilog UVM.Experience with scripting and programming languages such as Python and C.Our offerAn attractive salary package with a variety of extra benefits.A stimulating and pleasant working environment with regular team activities.A financial healthy company with growth potential.Possibility to continuous learn and grow through in-house and external pieces of training.Precision People is acting as an Employment Agency in relation to this vacancy. Find out more
IC Layout Engineer
The IC Layout Engineer is responsible for converting an electrical design to a mask layout used for chip fabrication. You will be responsible for the physical representation of the chip, from the lowest block level to the complete floor plan. This will be done in close collaboration with the circuit designers and project leaders.ResponsibilitiesThe layout of integrated circuits in Cadence Virtuoso and final verification (LVS, DRC) in Mentor Calibre following the internal design rules and quality regulations of the company. Work according to project planning, provide feedback concerning layout planning to the project leader and organise own workTake the initiative to improve tools and way of workingWrite documentationThe occasional layout of printed circuit boardsAttend review- and project meetingsCompetencesYou have a Bachelor degree in ElectronicsPrevious work experience with CAD tools or in IC layout is considered as a plusYou have good geometrical insightYou communicate fluently in English (oral and written)You are a true team player, trustworthy and reliable, you will work in close collaboration with the IC layout and design teamYou have strong interpersonal skills and your enthusiasm is contagiousYou have a passion for technology and you are eager to learn new thingsYou are a professional who can deliver high-quality work on tight schedulesYou demonstrate creative, critical and independent thinking capabilitiesYou have good planning and organisational skillsOur offerAn attractive salary package with a variety of extra benefitsA stimulating and pleasant working environment with regular team activitiesA financial healthy company with growth potentialPossibility to continuous learn and grow through in-house and external pieces of trainingPrecision People is acting as an Employment Agency in relation to this vacancy. Find out more
ASIC design Project Leader
The project leader's role is to technically manage IC design and supply projects to ensure technical quality and timely delivery.ResponsibilitiesBe the technical lead for an entire project, taking into account customer milestones and making sure technical specifications and quality standards are met:Daily follow-up of all project team members: designers, layouts, testersSupport and coach team members with technical expertise and strong problem solving skillsMaintain detailed overview and knowledge of the complete mixed-signal developmentOrganize, lead, attend internal status meetings to keep abreast about the project progressBe the technical point of contact for the customerWrite the IC design specification and ensure a timely update in case of customer change requestsEnsure compliance with all safety and quality standardsClosely work together with and report potential problems on time to the Project ManagerCompetencesYou are a dynamic and highly motivated engineer in micro-electronicsYou have at least 5 years of relevant industrial work experienceYou are an experienced user of the mixed-signal flow of Cadence and/or Synopsys and MatlabYou have strong communication and reporting skills, also in EnglishYou demonstrate excellent analytical and problem solving skillsOur offerAn attractive salary package with a variety of extra benefitsA stimulating and pleasant working environment with regular team activitiesA financial healthy company with growth potentialChance to participate in temporary assignments abroadPossibility to continuous learn and grow through in-house and external pieces of trainingPrecision People is acting as an Employment Agency in relation to this vacancy. Find out more
Area Sales Manager - Building Services - Construction
This a great opportunity for an Area Sales Manager - Building Services - M&E - SpecificationManchester, Warrington, Stockport, Bolton, Bury, Rochdale, Wigan. A great package is £35-45k Car Laptop and amazing pension The Client:Our Client is a leading name fixings and fasteners for the construction and building services industry. A stable company with more than 2 decades in the industry, they have seen year on year growth and pride themselves in having a market-leading product and always developing new products to bring to market and into new industries. The CompanyThe Successful Area Sales Manager will work for a company that can boast:A great team environment, employee-owned businessLongevity through the staffA great product that has a great name and reputationA culture that believes in employee happiness and well-beingThe CandidateSignificant experience in the following:Experience of selling or working with a building construction productWorking with distributors, M&E contractorsSelf-motivated hunter mentalityYou will be able to evidence account growthYou will have a strategic approach to developing accountsThe Role:This is more than your average area sales role, this role is not about making mindless calls every day, it's about having quality meetings with your target customers with a purpose. You will never go into a meeting without fully understanding their proposition and understanding the strengths or weaknesses of your competitors.Managing electrical wholesalers and distributors and contractors to offer a full range of products. New business will be driven through Specification projects Interested? To apply for the Area Sales Manager 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 Natalie Chapman on 0116 254 5411 between 8am- 6pm "I think I'm right for this position, but need to know more to see if it matches what I am looking for" - Click "apply now" so I can read your CV and let you knowPrecision is committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application systemRef: Area Sales ManagerAbout Precision People This role is posted by Precision People, specialists in Sales, Engineering, Technical and Executive Search Recruitment. Operating since 2004, we have placed hundreds of Sales candidates in fantastic new roles. Precision covers the whole spectrum of Sales roles from, Field Sales Executives, Sales & Marketing Managers, Internal Sales, Technical Sales Managers, Business Development Managers through to Sales Directors. We have many Sales roles around the throughout the UK, so get in touch today. Find out more
For more job roles visit our job seekers page Search Live Jobs

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, 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......

Meet The Team

News stories

  • 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 

    Read More
  • 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 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
  • September 09, 2019

    5 Tips to improve diversity in manufacturing.

    The gender and diversity gap. It’s something a few of us have come to accept as part of normal practice in the UK’s manufacturing industry. But with the country’s issues surrounding Brexit and the current skills shortage costing UK businesses around £2bn a year, companies can’t afford to be missing out on the talent half the workforce has to offer.

    It’s time to think about changing our approach to the whole subject. 

    Despite efforts to increase awareness, progress has been moving at a snail's pace. Therefore, its time for company owners to take charge and make a change. If you're an owner or Director of a manufaturign business where do you start? Here are 7 tips for improving diversity within your manufacturing business. 

    1. Leading from the top

    In order to make any major change in an organisation there needs to be honest “buy-in” and commitment from the top positions in the company, this will then filter down throughout the lower positions. The directors of a company have a huge influence not only over the policies in place to encourage diversity but for also setting the culture to be more inclusive of these employees. 

    From public statements to recruitment programs and policies, it all has a wider influence on how the company views a diverse workforce. A commonly used method is to implement targets for diverse recruitment and promotions, which can be rewarded through compensation and bonuses.

    2. Measure your current diversity rate

    Linking back to the previous point, you can’t measure whether the initiative is working or not if you don’t know where you are now and where you want to go. By looking at metrics on diversity recruitment, retention, promotions and turnover you can get a sense of your current position and set targets based on the results for 6 and 12 months time. 

    3. Empowering your diverse employee groups

    The idea of creating diversity groups where employees can share experiences on their workplace interactions, is becoming popular for many companies in other industries. These employee groups are a good way of drawing important insights that can guide the company’s policy and decision making. This helps managers to see what steps they can take in order to make the company more attractive to diverse candidates and accommodate their needs.

    4. Cross department initiatives

    By encouraging different parts of the business to open lines of communication you can help employees to share their ideas of what they expect from the company and their colleagues. The benefit of this is that it provides everyone with a more well-rounded perspective and understanding of each other, this can be done by simply setting up conferences, meetings and small group discussions.

    5. Working with workforce intermediaries

    Manufacturing companies that maintain good relationships with outside groups such as educational institutions, employment consultantcies and non-government groups, seek to gain from their unique insights on how to recruit and retain a more diverse workforce. Working closely with these partners will also help them to understand what type of employee you’re currently looking for which will prevent wasted training and recruitment costs. 

    It seems that manufacturing industries have a lot to gain by widening their potential talent pool to attract more women into their workplace, as diverse companies are 35% more likely to have financial returns above the national industry median. However, the manufacturing industry has got a long way to go as women are still severely outnumbered by men, but the time to start this change is now.

    If you would like some help with creating a diversity hiring strategy for 2020 for your business, contact our Executive Search team today on 016 254 5411. 

    Click here to find out more about the Executive Search team today.

    Read More
Find all of our stories and great content see all stories