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Production Operative - Engineering
Engineering Operative / Assembler - NightsPowder Coating DepartmentLeicester - LE4 - Mon to Fri, 6pm to 2amOvertime Available - Up to £10.50 per hourImmediate Start Our established Metal Manufacturing client is currently looking for a Powder Coating Operative to join their team on Night shifts.Based in Leicester, Leicestershire. Job Purpose:The successful applicant will be responsible for coating parts in electrostatic paint. Training can be provided. Duties:- Powder Coating industry-specific products- Dipping parts into electrostatic paint and hanging to dry- Working from job order sheets- Working to deadlines- Visually inspecting parts Key Skills / Experience Required:- Previous experience as a Powder Coater or Paint Sprayer is desirable but not essential- Engineering workshop or Assembly experience is essential- Hard-working and motivated- A keen eye for detail and ability to work to tight tolerances- Able to work independently and as part of a team The Package:- Starting hourly pay rate of £8.21 PAYE or £10.50 Umbrella- Onsite parking- Night Shifts, Mon to Fri 18.00-02.00- Overtime available most nights Interested? To apply for this Powder Coater 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 Dan Henderson on between 8.30am - 5.30pm. "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
Assistant Branch Manager - Construction - Building Products
This a great opportunity for an Assistant Branch Manager in West London Wembley, Park Royal, Southall, Brent Park, Harrow, Stanmore, Edgeware, Shepherds Bush, Richmond, Pinner, RuislipA great package is available basic between £28-35k DOE and bonus. Selling construction chemicals in the UK - to builders merchants, civil engineering, groundwork, building and specialist contractors. Full training on the products will be givenThe CompanyThe Successful Assistant Branch Manager will work for a company that can boast:Described by the hiring manager as a people-friendly company offering a calm working environmentNational company is achieving year on year growth at an enviable rate and holds a strong position in its market20 million pound turnover company with depots throughout the UKStock holding capability of 1000s of productsOffering stability, Progression and excellent financial rewardsA brand built on exceeding customers expectationsThe CandidateSignificant experience in the followingSales of a UK manufactured product ideally construction based but technical products will be consideredExperience in a busy office solving your client's needs, reacting to emails, phone calls and faxes finding the appropriate product to solve a customer's needsCustomer-focused - dealing with main contractors, civil engineers, builders merchantsAnd most importantly are you loud and proud - with a hunter mentality, Do you love chasing and closing the sale, Possess excellent IT skills and Are you: Conscientious, sociable, confident, approachable, adaptable, self-motivated, and more than all of the above willing to learn??You must have people management experienceThe Role:Effective management of the team and resources in the absence of the Branch ManagerAssisting the Branch Manager to profitably meet and exceed branch sales targetsManaging the sales office, branch purchasing and stock controlDriving sales to ensure maximising margin and net profit Ensuring Health & Safety rules are adhered toWorking hours 8 - 5 weekdays onlyExcellent holiday package and pensionAbout Precision:Precision Recruitment posts this Assistant Branch Manager role, specialists in Engineering, Technical, Construction and Sales Recruitment. Operating in our tenth year, we have placed hundreds of Sales Professionals in fantastic new roles. Precision cover the whole spectrum of Sales Positions from Internal Sales, Area Sales Managers, Regional Sales Managers, Sales Managers, Sales DirectorsWe have many Sales roles throughout the UK so get in touch today.Interested? To apply for the Assistant Branch 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 Natalie Chapman on between 8am - 6pm2. "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: Assistant Branch Manager About 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
Electrical Design Engineer
The Role - Electrical Design EngineerDue to an increase in business and growth of the business, my client have a need for an Electrical Design Engineer to join their existing team. The successful person will be part of a highly skilled team, responsible the production of electrical designs and schematics for special purpose machines and equipment using AutoCAD Electrical.The CompanyMy client are a market leader within the Automation industry. A firm believer in constructive teamwork & effective problem solving ensuring optimal business performance.ResponsibilitiesTo produce electrical designs and schematics for special purpose machines and equipment using AutoCAD electricalPreparation of BOMSTechnical coordination with colleagues, customers and suppliersTechnical support for workshop engineers during system build phaseConstructive input to project meetings to ensure customer satisfaction, machine specification, delivery dates and costings are all met efficiently and on timeRespond to the direction of the operations manager, health & safety committee & other management and contribute to ensuring business effectiveness.The Right PersonThe successful Electrical Design Engineer will be a graduate or time served engineer with previous experience of similar work as listed below.Knowledge and understanding of bespoke/special purpose automationKnowledge of motion control, fieldbus, safety systems, PLC's. HMI'sThe use of CAD (Ideally AutoCAD Electrical)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 detail" - 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
Panel Wirer / Machine Wirer
PANEL WIRER / MACHINE WIRER REQUIREDCONTRACT BASIS BUT CAN GO PERMANENT THIS SIDE OF CHRISTMAS!**IMMEDIATE START**MONDAY TO FRIDAY Panel Wirer / Machine WirerWorcester£11.00 - £12.50 p/hr UMB Currently recruiting for person with experience in wiring panel or machinery wiring for an ongoing contract in Worcester which is an immediate start.This assignment could turn into a permanent role for the right person before Christmas!The company design and build special purpose machinery and due to a huge influx in workload they need a Panel Wirer ASAP! Please apply or get in touch with my directly to discuss. Precision People is acting as an Employment Business 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

  • December 10, 2019

     Precision People's annual Christmas Party   and Star Awards were held on Saturday 7th   December, at Tandem Restaurant in Leicester   city centre. 

     Staff were treated to a chilled glass of prosecco on arrival, followed by a delicious 3 course meal with wine, in a private balcolny room, over looking the city centre. 

     After dinner, the Precision annual Star Awards were presented by Commercial Director Ray Metcalfe and Recruitment Director, Phil Walker. 

    There were in total fourteen awards handed out at the black tie evening. The awards are designed to recognise the hard work of the consultants and support staff through out the year. As well as serious awards there were also a few more light hearted awards handed out. 

    Award Winners: 

    'Quote of the Year' award 

    Was awarded to Civil Engineering Recruitment Specialist, Faisal Ahmed. 








    'Why use five words when you can use 1,000' award

    Was voted for by the team and this was awarded to Technical Sales specialist Harry Pemberton. 








    'Most improved' award 

    Was awarded to Lift & Escalator specialist Ben Marmon 








    The awards for Highest Biller, Highest Candidate NPS, Highest Monthly Biller, Sales League Winner and finally Brand Amabassador' 

    Went to Construction and Building Products recruitment specialist, Natalie Chapman. 








    Natalie consistently demonstrates Precision's values which are Listen, Integrity, Passions and Support. 

    Highest Permanent Fee Award 

    Was awarded to Search consultant Mike Morris. 








    Best Newcomer 

    went to Engineering Consultant, Sam Taylor 

    Highest % of business brought in award

    was awarded to Maintenance specialist, Guleid Fouad 


    'Most Improved' and Employee of the Year' 

    L to R: Commercial Director Ray, Employee of the Year Ben Marmon and Recruitment Director Phil Walker. 

    Recruitment Director, Phil Walker commented: 

    "Congratulations to all the winners especially firstly to Natalie who won five awards including highest biller and also a massive congratulations to Employee of the Year, Lift & Escalator consultant Ben Marmon who also won 'Most Improved'.  Ben's hardwork and commitment to his candidates and clients through out the year, has clearly paid off. I also want to thank all the staff through out the year for all their hard work and dedication." 


    Take a look at all the photos from the recent Precision Star Awards

    If you would like to find out more about working for a recruitment firm that has fun whilst rewarding staff, contact Ray Metcalfe on 0116 254 5411 or email for an informal chat. 



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  • December 02, 2019

    The time period between late November and New Year's Day is the time with the lowest level of recruiting competition. So, if you're thinking about hiring in 2020, December should be viewed as a golden recruiting opportunity.

    Whether your business is in Manufacturing, Engineering, Construction or Sales; smart firms that actively recruit during this low competition time can successfully land new staff of amazing quality.  You will have far less chance of hiring high calibre staff when demand for talent is traditionally higher and there are increasing job positions available at the beginning of January.

    Recruiting in December - The advantages
    In this new era of data-based decision making in recruiting, smart businesses use data to identify the times when they have the highest probability of landing top-performing talent. And, if you run the data, you will find that December is the month with the lowest recruiting competition.

    There are many advantages for recruiting in December, here are some:-

    1. New Year, New Start? 

    At the end of the year, many people contemplate their current job. Forward-looking employed individuals will still invariably spend at least some time during the weeks before the end of the year re-evaluating their current work and life situation and rethinking whether they want to spend another year in their current job. Smart firms can take advantage of that questioning time period and be one of the few that proactively propose a new opportunity to these "not-actively-looking" individuals.

    "I need more money!" 

    The Christmas season means extensive shopping, travel, and Christmas party expenses. As a result, many individuals realise that they need a job which pays more! If your organisation's salaries are significantly higher in your sector than your competitors, December recruiting provides your firm with an opportunity to attract those who are having money issues. In addition, if you're recruiting sales people and other jobs where year-end bonuses are paid out during December, you will find that December is the top month for moving on in these kinds of jobs.

    Recruiting is a no-no for some organisations during December.

    A few firms completely shut down operations the last two weeks of December. Whilst other firms place complete hiring freezes in effect toward the end of their fiscal year. And as a result, these recruiting competitors literally offer no competition to those organisations that are smart enough to recruit during December. With no headcount, throughout December there will be zero head-to-head recruiting competitions with your firm.

    Take advantage of your competitor recruiter's being preoccupied. Most hiring managers and recruiters are distracted by Christmas shopping, parties, and family needs. As a result, they devote significantly fewer hours to recruiting. This lack of attention stretches out the time before an offer can be made. So, even if a major firm does post jobs, fast-moving firms can capture top candidates before most other firms get around to making a hiring decision during December and into January.

    Available headcount is minimal for talent within competitor firms — If you have the available headcount, your firm will have only limited competition because most top firms won't have available headcount until January 2nd (after January 2nd, your odds of winning a single head-to-head competition might sink to zero). Whereas, even large firms can't hire when their headcount is exhausted toward the end of their fiscal year. And since, many corporations' fiscal year ends in December, this will give you a head start. And, of course, with fewer jobs posted, your job role will have an improved chance of being noticed.

    "Just popping out the office to see a client..." 

    December is the easiest month to find an "acceptable excuse" for leaving the office and slip out for interviews. This is because so many employees routinely leave the office for a few hours using believable reasons like shopping, running errands, and Christmas parties. Because bosses are so accepting of excuses, it is relatively easy for candidates to make an excuse to get out of the office for either a long lunch with a recruitment consultant or a formal interview. 

    Activity on social media is higher than ever, making it easier to contact potential new employees. Almost everyone is highly active on social media during Christmas. Your recruiting targets are constantly checking social media for messages from family and friends. As a result, there is an increased chance that they will see, read, and even respond to your recruiting messages.

    Potential new employees may use their free hours during December to update their LinkedIn profiles or their CV's, so recruiters can use those updates as an alert that these individuals may be open to new opportunities.

    The Christmas schedule is quieter. 

    There are no industry conferences, important seminars, or other major corporate meetings scheduled during the Christmas period. As a result, top prospects are not preparing for them, so they have more available free time to consider job opportunities. Also, because many employees and even customers take time off during this month, many major projects are essentially forced into suspended animation.

    Top-performing prospects also have more time for catching up on reading and learning, so candidates may be reading your employer branding materials for the first time during December. Many prospects also take their 'unused holiday' in December (because they may lose it at year's end).

    And as a result, candidates are much more available for calls and interviews. Obviously, with few events and meetings scheduled, your recruitment consultants themselves also have more available time to make a strong "December push."

    Identify a Recruitment Consultant who has experience within your industry.

    In any competitive scenario, if you want to win more than your fair share of head-to-head competitions, go against the flow. If you're planning on recruiting in the 1st quarter of 2018, you should seriously consider "counter cycle recruiting." Instead of shutting down the recruiting function during December, put together a "December recruiting push" in order to get ahead of your competition. 

    Focus your time on liaising and working with a knowledgeable recruitment consultant in your industry, who knows how to discreetly approach forward-looking individuals who, even though they  are in a current job, use December as a time to rethink their career path and their opportunities for the future.

    And finally, understand that because it's "a season of giving," consultants are not intruding on potential candidates; instead, they are providing individuals with exciting opportunities that will change their lives.

    This "gift of a new job" costs the individual nothing, but they and their family will receive great long-term benefits from it for years to come.

    So, if you are planning on hiring in 2020, it will pay off next year if you seek out now a specialist recruitment consultancy in your sector and start to build that relationship, so you're ahead of the game in January and beyond. 

    Precision's consultants are specialists in a number of fields including engineering, technical, and executive search - contact us today on 0116 254 5411 to find out how we can help you or email us on or use the contact us form.

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  • 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 

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  • 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. 


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