Twelve months of onboarding.
And in month eight, they quit.
A recruiting system that does not just fill roles but fills them correctly – and belongs to your company afterwards. For service technicians, industrial mechanics and automation specialists.
No obligation – no lock-in contract
In special-purpose machinery every plant is a one-off. That is your sales argument and simultaneously your biggest staffing risk: whoever starts with you becomes productive after six to twelve months, not six weeks. A bad hire therefore does not cost half an annual salary, it costs a project – plus the time during which nobody else sat in the role.
Which is exactly why, in this segment, pre-selection matters more than volume. An agency delivering 40 applications has delivered nothing if your project manager has to read 38 of them. What counts is a path that asks your technical criteria before anyone loses interview time – and that belongs to you afterwards, because the next project needs it just the same.
Then there is the project business itself: orders arrive in peaks, and so does demand for people. A company that hires an agency at every peak pays for the setup every time. A company with its own system starts outreach on the day the order is signed.
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 Krüger
Good evening, I saw your field service technician role. How large is the travel radius?
- Blacklyne
Good evening! Around 180 km, you sleep at home. Overnight stays about twice a month, company vehicle provided. Which controls have you worked on most recently?
< 3 s - Mr Krüger
Siemens 840D and Heidenhain, seven years of CNC service. I am used to on-call duty.
- Blacklyne
That fits. Our service manager has Thursday 16:30 open – shall I book it for you?
< 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.
Early attrition is your most expensive number
With six to twelve months of onboarding, a resignation in year one is a total loss of the investment. The most common cause is not technical but an expectation raised during hiring and not met in the plant.
Application volume is a cost for you
Every unsuitable application consumes time from a project manager who does not have it. Which makes an agency commitment on application numbers not a promise but a threat.
Commissioning means travel, and it has to be clear upfront
Deloitte names very intensive travel as one of the main causes of the shortage. Soften it during hiring and you buy yourself the year-one resignation – and pay for it with twelve months of onboarding.
Demand comes in peaks, an agency needs lead time
Weeks, not months, separate an incoming order from the staffing need. A job posting with 106 days to fill does not fit that window. A system you start yourself does.
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
Pre-selection before the interview, not after
Your project or service manager defines the technical criteria. We build the path that asks for them. Questionnaire and scoring logic are yours afterwards – and ready again for the next project.
Honesty as a retention tool
Travel days, project duration, on-call and onboarding time are in the role profile, not in the fourth interview. That costs applications and saves resignations. At twelve months of onboarding, that is the cheaper side.
Ready to launch on the day the order is signed
From day one you need no supplier for new outreach. Ad accounts, audiences and templates sit with you and can be launched in hours, not weeks.
A guarantee on the outcome
If a committed role stays open, we keep working – at no further cost. We make no commitments on application counts; in special-purpose machinery that would be the wrong promise.
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 need PLC programmers. Is that the same target group?
Partly. Automation technicians and industrial electricians sit inside the same system, academic software developers do not – that is a different market and headhunting territory. Where our system is not the right tool, we say so. -
02 What if we only hire once a year?
Then a system is probably too large for you and an agency is the cheaper maths. We say that in the first call rather than building you something you cannot use to capacity. -
03 How does the system prevent bad hires?
It does not prevent them, it reduces them where most of them originate: in expectations. Travel days, onboarding duration, project reality and on-call are settled before the application, not after. -
04 Who trains our team on the system?
We do, as part of the handover. You get access and templates. We are done when you launch the next role in minutes.
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.