The technician who knows the control.
Not the next placement fee.
We build your company its own recruiting system for service technicians, industrial mechanics and machinists. Built once – after that you hire on your own, without an agency and without us.
No obligation – no lock-in contract
A machine tool builder sells a machine once and services it for fifteen years. That is where the money is: in German mechanical engineering, service typically delivers 30 percent of total profit, and 50 percent or more on maintenance-intensive equipment. It is also where the people are missing. When you have no technician who can handle a Siemens 840D or a Heidenhain control in the field, it is not just the service calendar that slips – it decides who sells the customer their next machine. Service quality accounts for 50 percent of the investment decision, as much as product quality and price combined.
The second bottleneck sits inside your own plant. CNC machinists are part of the 42,000 open skilled-worker positions in German mechanical engineering – and you compete for exactly the same people with every contract manufacturer within 40 kilometres. The difference is rarely money. The difference is who is visible and who answers within three days.
The usual response is a job ad, and when that fails, a recruitment agency. Both are one-time purchases. At the next vacancy the same invoice starts over. We build the system once instead – role profile, your own careers page, channel, response rhythm, pre-selection, handover – and leave it with you. Whatever gets filled afterwards, you fill.
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 after handover.
- 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.
A job ad reaches 6 percent of the market
According to the EY job study, 6 percent of skilled workers are actively looking while 62 percent are passively open to a move – an all-time high. A job ad addresses only the first 6 percent. The machinist you need is standing at a machine and is not reading a job board.
Control expertise cuts the pool to a tenth
A service technician who handles Siemens, Heidenhain and Fanuc in the field is not an industrial mechanic with a weekend course. Put that requirement into an ad unfiltered and you get either nothing at all or everything – and then sort by hand.
168 days of vacancy, and the service margin does not wait
The average time to fill a skilled position in German mechanical engineering is 168 days (VDMA). After roughly 120 days of vacancy, the cost of an open position exceeds a full annual gross salary – calculated at a factor of three, the midpoint of the common range of two to four. You are paying for the role before anyone sits in it.
An agency solves exactly one vacancy
Placement fees run between 15 and 25 percent of annual gross salary, with a German market average of 27.8 percent. That is bearable once. Across eight to twelve technical hires a year it becomes a permanent line item that returns every single year.
6 percent are searching. 62 percent would move.
According to the EY job study, 6 percent of skilled workers are actively searching while 62 percent are passively open to a move – an all-time high. 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.
First application within 72 hours
Not first review, not first report: first application. After that, a fixed rhythm – every application answered the same day, because the candidate is applying elsewhere in parallel.
The role profile a technician actually decides on
Travel radius, overnight stays, on-call arrangement, control systems, vehicle, setup time. Six points that appear in almost no job ad and that every service technician thinks about first. With us they are in the first line, not the fourth interview.
A guarantee on the outcome
We guarantee the hire, not the number of applications. If a committed role stays open, we keep working – at no further cost.
After the handover you do not need us
Careers page, ad accounts, audiences, message templates, applicant data and a written operating manual belong to you. The next role you fill without an external invoice.
4 steps.
Then it is yours.
First we check whether the role can be filled in your region. Then we build the system inside your company, fill the role with a guarantee on the hire – and hand it over.
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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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System build
Role profile with travel radius and on-call, careers page on your domain, a 90-second application path, pre-selection on your service manager’s criteria. Every account runs under your name from day one.
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Filling phase
Then a fixed rhythm: every application answered the same day. You run interviews instead of sorting. If a committed role stays open, we keep working – at no further cost.
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Handover
Access, ad accounts, audiences, templates, applicant data, training for your team and a written operating manual. We are done when you can launch the next role without us.
Honest answers.
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01 We need service technicians and machinists at the same time. Does that require two systems?
No. Both roles draw on the same pool: people with a metalworking or electrical apprenticeship. That is precisely why one system carries several roles. The role profile and the approach differ, the build does not. -
02 Our technicians need specific control systems. Does the system filter for that?
Yes, and before anyone loses time in an interview. The technical criteria come from your house – from your service manager, not from us. We build the path that asks for them. The questionnaire and the scoring logic are yours afterwards. -
03 We have already tried two agencies. What is different here?
An agency delivers applications for as long as you pay. We build the system inside your company and hand it over – with access, templates and training. The difference is not the campaign, it is the last step. -
04 If the system belongs to us, what do you live on?
On building new companies every year – not on old ones never finishing. Anyone who wants support afterwards gets it. Voluntary, cancellable, never a condition. -
05 How many machine tool builders do you work with in our region?
One. We never work for two companies competing for the same skilled workers in the same catchment area. If your region is taken, we say so in the first call.
Articles for this industry
Practical guides and levers – straight from the field
Finding field service technicians: why the role stays open for 168 days
The travel radius belongs in the first line, not the fourth interview
What a recruitment agency costs in machinery – and when it stops paying off
Calculating vacancy costs in machinery: what the open role really costs
In-house recruiting or agency: the calculation almost nobody makes
Finding CNC machinists: four details that decide the application
One company per area. See if yours is still open.
A field service technician hired in fourteen days. A machining company with three candidates for two roles in the first month. No magic pill – a system that stays in the company afterwards. The feasibility check tells you whether your role can be filled in your catchment area. If it cannot, we decline before you spend a cent. One company per field and area.
What happens on the first call
- We run the numbers on your catchment area: how many suitable skilled workers are within range and whether your role can be filled there.
- You see the filled cases with role, company size and time to hire – and you may question every figure.
- You learn what the build costs in your case. Including when we advise against it.