Call: 0116 254 5411

Follow us

Quick job Search



Looking to Hire?

Job Title Area Salary Package Details

Our Latest Roles

H&S Officer
Health & Safety OfficerManufacturing IndustryBirmingham B8£30k per annum Our established engineering client is currently looking for a H&S Officer / H&S Consultant with a background in manufacturing to join their team. Based in the B8 area of Birmingham. Commutable from Solihull, Tamworth, Wolverhampton, Dudley, Coventry, Nuneaton, Leicestershire and Derbyshire. Job Purpose:The successful applicant will have gained experience from working in Health and Safety practiceswithin a manufacturing environment for a number of years. Duties:- Provide induction of new employees also issue, maintain and monitor PPE- Be responsible for developing good practice and driving the staff cultural vision and values through appropriate training and communications- Cross-reference training records for all employees with Risk Assessments- Provide assistance in all aspects of Health and Safety e.g. assisting and giving support with Risk Assessments, Method Statements, Group H&S meetings with workforce representatives maintaining the Companies remit of maintaining ISO 14001 and 18000 Certification- Diarising and Renewals of Plant and Machinery Service Contracts- Diarising and Renewals of Motor Vehicles MOT, Tax, Servicing also Maintenance Records- Work with an advisory body in all aspects of H&S- Occupational Health and referrals- Work closely and effectively with the senior management team to ensure the H&S and business strategy are aligned Key Skills / Experience Required:- Previous experience as a Health & Safety Officer within a manufacturing environment- IOSH or NEBOSH accreditation required- Excellent knowledge and skills with Microsoft Excel- Must have a clean UK Driving License and own transport- Able to work independently and as part of a team The Package:- Onsite parking- Salary circa £30k Interested? To apply for this Health and Safety 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 Dan Henderson on 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 knowAbout 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
welding assessor
Weld Assessor Permanent opportunityPermanent position Paying between £35000 - £40000 Based in Birmingham centre and commutable from all major transport and road networks.Our client is looking for a welding assessor who will oversee all welding staff and responsible for ensuring the Companies Management/Quality Systems are adhered to covering ISO 9001 & 14001 & OHSAS 45001 and work toward the Companies implementation and certification to BS EN 15085 Ideal Candidate will be :A capable welder fully conversant with Mig, Tig & Arc Welding. Involved in training and assessing of welding staff.Developing and driving continuous improvement initiatives.Overseeing and coordinating of weld assessments via NDTCertification via TIW to a minimum CSWIP pass. (Willing to undertake this with the support of the Company)Work within all industrial welding standards and procedures.Assisting with the training and development of staff to be proactive as opposed to reactive. Ensuring that all constraints of BS EN 15085 are adhered toProviding input into development protocols.KEY SKILLS AND COMPETENCIESExperience of writing, documenting and reporting weld procedure resultsKeen to be conversant with all aspects of BS EN 15085.Knowledge of test automation strategies.Understanding of Test Driven Development.A proven track record in people managementAccuracy and attention to detailHard working and motivated Company PersonA Positive 'can do' attitude.AREAS OF EXPERTISEWeld integrity assessmentWorking within a teamHealth & SafetySALARY£35000 to £40000 Depending on experience in this field. Interested? To apply for the Welding assessor 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 Pickering on 0116 254 5411 between 8am - 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 know Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system Ref: Welding Assessor About 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
Mechanical Fitters
CONTRACTx6 Mechanical Fitters requiredWest Midlands Mechanical FittersWest Midlands £12.00 - £14.00 overtime contract renewal I have been requested to help find x6 Mechanical Fitters for an ongoing contract in the West Midlands. You will be working for a company that specialises in the design, build and installation of special purpose machinery such as; conveyors, robotics, packaging machines and variety of other bespoke one-offs.Machines are sold predominantly into the FMCG, automotive and packaging industry, however other markets such as aerospace, marine and nuclear are also clients from time to time.The CandidateTo be successful in your application I am looking for Contractors who;Possesses a strong career track record in the mechanical build / assembly of special purpose machines - if you build machines for a living you are spot on!It would be handy if you have mechanical installation experienceHaving a level 2 in a mechanical discipline would be a bonusThe RoleOn a day to day basis you will be building machinery from drawings.Typically your day will start with a team meeting where you will be ran through what the plan of action is in terms of work load and priorities.You'll be allocated with a set of drawings, will receive pre-fabricated assemblies and from there you will then build the machine from the ground up. This includes; fitting motors, gearboxes, running a variety of pipework such as hydraulic hoses, fitting sensors, guards and so on.On occasions you will attend a customers site with a team of Mechanical Fitters / Machine Builders to re-build and install the machines on the customers site. Precision People is acting as an Employment Business in relation to this vacancy. Find out more
Sales Manager - Defence and Space (Home-based)
Sales Manager - Defence and Space (Home-based)Compensation Package: Precision Search is representing a Global tier 1 Aerospace Manufacturer to appoint a Sales professional with a strong Defence background. This is a new role and a very exciting opportunity to establish and grow a UK Sales team for world-renowned premium sensors for security and surveillance missions manufacturer.Job Description Reporting into the Head of Sales, this is a great opportunity for an experienced Sales Manager to manage and further expand the companies accounts and join an expanding team in the UK.The CompanyGenerating over 1 Billion in revenue annually, this company specialises within the defence, aerospace and security sectors. Global manufacturing capabilities, with the ability to compete with any of their competitors on price without compromising on QualityForward-thinking and innovative leaders driving the business in the future The CandidateAs a successful Sales Manager, you are likely to have significant experience in the following:The ideal candidate will have a Naval / Weapons background with a strong understanding of Radar & Sensor applications Experience working for a defence manufacturer working within the field of radar, optoelectronics and avionics is desirable but not essential You will have either a strong commercial or technical background with a good understanding of bothInterested? To apply for the 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 Jayde Parmar on 0116 254 5411 between 8:30 am - 5:30 pm "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 acting as an Employment Agency in relation to this vacancy. 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