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Diesel Fitter
Title - Diesel Fitter (Rail industry)Location - LeedsShifts - Continental shiftSalary - £31,500 basic and after 6 months service your basic will rise to £36,000 pension holidays overtime extensive trainingAdditional package - x5 training modules to complete worth £1,500 each in bonuses CAN YOU ANSWER THESE?! If so, please apply!Can you explain what a diesel engine reconditioning process entails?What is an automatic valve?What is case-harden?What is an air signal attenuator?What is constant pressure combustion?What is critical compression ratio? The RoleAs the Diesel Fitter, you will be responsible and accountable for the general upkeep and maintenance of a variety for diesel railway vehiclesYou'll be carrying out exams on the freight vehicles, everything from 'Exam A through to G' all of which get more complex and indepth60% is planned workMechanical work is 90% of the role - removing, stripping down, fault finding, greasing and replace parts like pumps, wheels, mechanical assemblies, filters and so on10% Electrical The CandidateI am looking for someone who is happy to work in Leeds. NVQ level 3 requiredStrong knowledge and skillset around fault finding and fixing DIESEL ENGINESIts idea if you have a knowledge of 3 phase electrics and can read an electrical schematic The CompanyRoss Marvin is proud to be working with and representing a worldwide, £1.5b business with over 7,500 employees that, through its 100's of sites, operates across the majority of the United States, Mexico, all over Europe, United Kingdom and Australia.They hold the monopoly in the UK & Europe - they are powerhouse in their industry. Not only are they the largest & successful successful business in their sector but also one of the quickest growing.Over 3,000 global customers have partnered with this business due to their unrivalled service, innovative solutions and forward thinking approach.Precision People is acting as an Employment Agency in relation to this vacancy. Find out more
Business Development Manager
Business Development Manager SummaryThis is a great opportunity for a Business Development Manager. Based from home covering London and surrounding areas, commutable from London, Essex, Croydon, Dartford, Southend on Sea, Slough, Watford, Basildon and Epsom. Paying £55,000 with OTE £80,000 depending on experience for a market leading supplier visualisation and video wall platforms. The CompanyThe successful Business Development Manager will be working forA rapidly expanding company with a global presence in over 10 countries worldwide.Supplier a leading visualisation product into a wide mix of industries.A company who have supplied leading corporate businesses, as well as Royal Families worldwide. The CandidateAs the successful Business Development Manager you are likely to have significant experience in the following...Sales experience in an IT based product range, ideally visualisation systems.Consultative/solution based sales approach.Proven track record in winning new business. The PersonThe successful Business Development Manager will be..Resilient and able to handle objections.Confident and passionate about providing an innovative solution. Motivated to succeed and a self starter. Benefits PackageThe following benefits are available to the successful 'Business Development Manager'Salary: £55,000 with an OTE of £80,000.Car, phone, laptop and commission structure. Pension schemeInterested? To apply for the Business Development Manager 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 Harry Pemberton on 0116 254 5411 between 8.30am - 5pm.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 acting as an Employment Agency in relation to this vacancy. Find out more
Lift Repair Engineer
Lift Engineer - RepairsLift IndustrySouth EastCommutable from: Colchester, Romford, Chelmsford, Dartford, Ipswich, Cambridge, Reporting to: Repair ManagerSalary: £40,000 (DOE) Overtime Benefits If you are a proven Lift Repair Engineer, Lift Service Engineer, Lift Service & Repair Engineer, Lift Service & Call-out Engineer, Lift Call-Out Engineer living a commutable distance from Essex - we want to hear from you! The Role:To ensure that lift breakdowns are responded to efficiently on various sites on your assigned route whilst providing a high quality of customer service. Attend all breakdowns within contractual time frames, ensuring that all repairs are carried out in a professional, competent and timely manner. To take responsibility for any paired mate to instruct on a technical level, maintain and Health & Safety best practices. Key Responsibilities:Advise the Repairs Manager of daily activities & current field-based issues.Liaise with on-site lift inspectors on all ongoing job-related matters including technical issues and outstanding works.Carry out breakdowns, repairs and callout when required to do so.Demonstrate fault finding skills and knowledge of various types of lift equipment.Provide completed repairs on breakdowns with a minimum number of callbacks.Follow lift manuals and diagrams accurately at all times.Adhere to health and safety standardsComplete repair and breakdown report accurately when required.Be able to maintain and balance the accuracy of lift services, repairs and breakdowns. The Candidate:NVQ 3 or equivalent in Lift EngineeringMinimum of 3 years of experience of working on a variety of lift equipment.Possess practical skills preferably from a lift engineering backgroundAbility to follow lift manuals and diagrams and to adhere to health and safety requirementsConfidence to professionally handle sensitive situationsAbility to communicate clearly and concisely with a variety of people, able to work under pressure with honesty and integrity Benefits/Package:PensionAll expenses paid25 days holidayAll power tools providedProduct trainingOvertime availableCompany van Interested? To apply for the Lift Repair Engineer position (reference Job I.D - 53936) here are your two options:"This is the job for me! When can I start? Call now and let's talk through your experienceAsk for Ben Marmon on - 01162545411 8am - 5pm or drop me an email on and I will get back to you ASAP.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 is committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system About 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
Quality Engineer
The Role: Quality EngineerYou will be responsible for providing complete quality support to the company. supporting all aspects of inspection and production and troubleshoot issues. Working with internal teams to increase customer satisfaction by improving the quality of the products, minimising customer complaints.The CompanyThis is a fantastic opportunity to work for a company that has operations covering more than 30 countries working across multiple markets.ResponsibilitiesReporting directly to the Quality Systems Manager, you will have the following key responsibilities:-Prepare quality documentation and reports by collecting, analysing and summarising data, making recommendations as required.Use 8D structured problem solving to identify the root of technical and manufacturing issues, ensuring issues are resolved promptly and lessons are learnt to prevent reoccurence Participate in problem solving and root-cause analysisReview/approve PPAP submissions and maintain documentation in an organised mannerComply with and Audit all ISO9001/TS16949, ISO14001 (Environmental) and OHSA (Health & Safety) systems and standardsCarry out internal and supplier auditsThe Right PersonThe successful Quality Engineer will have extensive experience working in similar roles within the Automotive industry, as well as the following skills and abilities:-Extensive experience in working with CMM, PC-DMISISO 9001 / IATF (TS) 16949 Standard, ISO 14001Experience working with Geometric Tolerances Interested? Here are your options:"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 0116 254 5411 between 8.30am - 5.30pm"I think I'm right for this position, but I'm not sure about some of the details" - Click "apply now" so I can read your CV and come back to you.Precision are committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system.About 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
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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, 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

  • 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
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