Role: Welding specialist · welder
Certification cuts the market to size.
The job ad cuts it again.
With welders, the qualification decides, not the job title. Naming processes and materials means speaking to the applicant instead of about them.
Welding specialist is not one occupation but a set of qualifications. Someone certified in TIG on stainless steel is not automatically the person who welds MAG on structural steel in vessel construction. Certification to the relevant standards is not a nice-to-have but the access requirement for the role – and it shrinks the market before the first ad runs.
That is why any generic message is wasted on this title. “Welder wanted” reaches nobody in practice, because no qualified welder can tell whether they are meant. Processes, materials, positions, material thicknesses and whether you fund the qualification or require a valid certificate: those are the details that trigger an application.
The second point is age structure. With 23 percent of mechanical engineering employees over 55, in welding departments half the team is often over 50. Fill this role only when someone leaves and you have already lost the knowledge transfer.
It is rarely the market.
Three causes that are the same in almost every company – and all of them sit inside your own house.
The title says nothing about fit
Without process, material and position the ad cannot be evaluated by the candidate. They will not apply on a hunch – the market is too good to them for that.
Certification narrows the pool from the start
If a valid certificate for a specific process is required, the reachable market is small. Reach helps little then, precision helps a lot.
Whether you fund the qualification appears nowhere
A good welder without a current certificate is hireable if the company funds the test. Leave that out and you lose an entire group – without ever noticing.
What your job ad does not say.
The points where a technician compares your offer with the one they already have. Leave them out and they compare against the worst they know.
Process and material, concretely
TIG, MAG, stick; stainless, aluminium, structural steel. The candidate searches for those words, not for your company name.
Whether the company funds certification
This one line widens the applicant circle considerably – and appears in almost no ad, because the company takes it for granted and the candidate does not.
Series or one-off
Vessel construction, frames, fixtures, repair: that decides the daily routine, the pace and the demands. Both groups exist, but they do not apply to each other’s jobs.
Built once. After that you hire yourself.
One build that stays in the company.
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Engagement per role -
Monthly contract -
Fee off the annual salary
Outreach by process, not by title
The role profile leads with process, material and position. The template is yours from day one and adapts to the next standard in minutes.
Access to the people who are not searching
Regional outreach to those not searching. With a pool cut this narrowly, it is the only channel that reliably reaches enough people.
Pre-selection on certification and process
The path asks what your welding supervisor considers mandatory – before anyone comes in for a practical test. Questionnaire and logic are yours.
A guarantee on the outcome
If a committed role stays open, we keep working – at no further cost. If the role cannot be filled in your region, we say so upfront.
Honest answers.
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01 We need a valid certificate. Does that restrict things too much?
It restricts, and we tell you upfront how much. In many cases the stronger option is to fund the qualification yourselves and say so in the outreach – that widens the reachable circle immediately. -
02 Does this also bring applicants from abroad?
The outreach is designed regionally. Recognition and language questions are a separate topic we do not bundle in – if that is the right route for you, we say so and name the limits of our system. -
03 How many applications are realistic?
We make no commitment on that. With narrowly cut profiles any number would be a guess. The guarantee is on the hire. -
04 What belongs to us afterwards?
Careers page, ad accounts, audiences, questionnaire, message templates, applicant data and everything documented in writing.
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