You compete against corporate career pages.
With the better offer.
A recruiting system that belongs to your company – for service technicians, mechatronics engineers and electricians. Built once, then you hire on your own.
No obligation – no lock-in contract
In intralogistics, mid-sized manufacturers and service operators rarely lose technicians to a better offer. They lose them to a better careers page. 44 percent of companies with 20 to 199 employees and 47 percent with 200 to 999 report serious hiring problems – while the large players compete for the same service technicians with a dedicated recruiting department, an employer brand and a budget.
The bitter part: for many technicians, the 140-person material handling manufacturer has the more attractive offer. Shorter routes, direct line to management, more responsibility at the machine, no corporate matrix. Nobody knows it. Visibility here is not a marketing topic, it is the actual competitive disadvantage.
So we do not build you a campaign, we build you a position: your own careers page on your own domain, a channel to the people who are not searching who are not currently searching, and a response rhythm no corporation with three approval stages can match. And then we hand it over – with access, templates and training.
One application. Answered the same day.
A technician applies in the evening after their shift – and usually not only to you. Whoever answers first gets the interview. That is not a service promise, it is the selection mechanism of this market.
First application within 72 hours.
Then a fixed rhythm: every application answered the same day – even when the service manager is at a customer site or on holiday. The process and the templates belong to your company from day one.
- Answers in minutes, not days – evenings and weekends included
- Asks the points your service manager defined
- Mr Aydin
Your posting for a material handling service technician – is night work the rule or the exception?
- Blacklyne
Good evening! Roughly one week in four involves night work at a distribution centre, with a premium and time off in lieu. The rest runs on days. Do you have experience with drives and controls?
< 3 s - Mr Aydin
Yes, five years maintaining sorting systems, qualified electrician.
- Blacklyne
Excellent. Monday 15:00 is free for a first conversation – shall I hold it?
< 4 s
Every route. One entry point.
Careers page, ad, message, callback – all in one place, on your access and with your data. No agency inbox you have to have candidates forwarded from.
- One entry point instead of five channels and three inboxes
- All applicant data stays with you – from day one
What keeps your roles open.
The bottlenecks in this segment – and why they rarely sit in the market.
Maintenance happens at night and on weekends
In a running distribution centre, work happens when nobody else works. On-call duty and night shifts are a hard no for some candidates and the very allowance others move for. Leave both out of the same ad and you reach neither.
The big names come to mind first
With the same job and the same region, what often decides is simply whose name the technician has heard before. That is not a verdict on your company – it is a visibility problem, and it is solvable.
The demographics are already visible in the service team
23 percent of employees in German mechanical engineering are over 55, only 12 percent under 30, the average age is 46.2 years. By 2034, according to IW Köln and the Impuls Foundation, 296,000 will retire while 118,000 enter. Every service manager knows who leaves in five years.
Every vacancy starts from zero
After each hire the agency engagement ends, access expires, the learning leaves with it. Six months later the same process restarts – same cost, none of the head start.
6 percent are searching. a third would be open to an offer.
According to the EY job study 2025, a quarter of employees are actively looking and another third are open to an offer without searching. A job ad addresses the first 6 percent. The rest are reachable, just not where you advertise.
Every application is answered the same day.
Here is what changes for you.
What ends
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Recruiter fee per head -
Open-ended retainer -
Staffing mark-up -
Accounts and applicant data with a provider
A careers page that belongs to you
On your domain, not as a profile on someone else’s platform. Applicable on a phone in 90 seconds, no CV requirement. Including source code and access from day one.
The one advantage only mid-size has: speed
A corporation needs approvals. You need a decision. A 72-hour response rhythm is the one competitive advantage no budget can buy – and it is part of the system, not of good intentions.
Pre-selection on your criteria
Your service manager defines what counts technically. We build the path that asks for it before anyone loses interview time. Questionnaire, scoring logic and all applicant data stay with you.
One company per specialisation and area
We never work for two manufacturers competing for the same technicians in the same catchment area. That is in the contract, not in the brochure.
4 steps.
Live from day one.
First we check whether the role can be filled in your region. Then it goes out – advert, application route and campaign from us, under your name. First applications within 72 hours.
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Feasibility check
Can the role be filled in your region, and is your area still open? We put in writing what “the right fit” means technically. We decline roles that cannot be filled – even when that means one engagement less.
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We launch it
Role profile with travel radius and on-call, careers page on your domain, a 90-second application path, campaign in your region. We build it and switch it live – you approve it once. Every account runs under your name.
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Applications
Then a fixed rhythm: every application answered the same day, pre-screened on your service manager’s criteria. You run interviews instead of sorting. If a committed role stays open, we keep working – at no further cost.
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It stays live
Accounts, audiences, templates and applicant data keep running under your name – live, not a kit to learn. The next role takes minutes: type the title, tick the box, live. If you would rather hand it back to us, you can – but you do not have to.
Honest answers.
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01 We hire nationwide, not regionally. Does the system fit?
Yes, it is then steered per service area rather than per site. The build stays the same, the outreach is split regionally – and you can extend it to new areas yourself afterwards. -
02 Our technicians carry on-call duty. Does that scare people off?
It scares off the wrong people, which is good. On-call with a clear arrangement and allowance is a reason to move for part of the market. Left unsaid, it becomes a reason to quit in year one. -
03 What if nobody suitable comes through?
Then we keep working, at no further cost. We guarantee the hire, not the volume of applications. Before that, though, we check whether the role can be filled at all – we do not take on roles that cannot. -
04 How long does the build take?
The first application arrives within 72 hours of launch. How long the full build including handover takes depends on how many roles you want covered – we settle that in the first call against your numbers, not against a standard plan.
Articles for this industry
Practical guides and levers – straight from the field
One company per specialisation and area. Every slot is currently taken.
Put your name down. As soon as a slot opens in your area we will come back to you – with an assessment, not a pitch.
What happens next
- You leave a postcode and a website. That is all we need to place your catchment area.
- We come back as soon as we can – and we decline if your area is taken or the role cannot be filled. Honestly, before you lose time.
- If it fits, we run your area together: how many suitable technicians work within range, and what the build would cost you – including when we advise against it.