Searching for Field service technicians
In-house recruiting
You fill eight to twelve technical roles every year. So far you pay for each one from scratch. We build that once as your own in-house recruiting – after which you hire yourself, without recruiters and without us.
That is not a slogan, it is arithmetic: a recruiter earns on your next vacancy. We earn on there not being a next engagement.
How in-house recruiting worksThe difference
Eight to twelve technical roles a year – in machinery and plant engineering as in technical field service: service technicians, industrial mechanics, CNC machinists. Every single one runs the same way today, and every single one costs from scratch.
Today · every role from zero
And again next quarter – eight to twelve times a year.
After · built once
No running cost, no retainer, no dependency. After handover the system belongs to your company.
You have tried everything
First of all: it is not your industry, not your pay, and not the corporation in the next town. It comes down to three things, and all three can be fixed.
He is in a competitor’s service van and never opens a job board. According to the EY job study, 62 percent of skilled workers would move without actively searching – an all-time high. A job ad addresses the remaining 6 percent.
200 kilometres with a bed at home is a different job from four nights in a hotel. Travel radius, on-call duty, control systems, shift model, allowances – if that is not in the first line, the candidate assumes the worst and does not apply.
A skilled position in German mechanical engineering stays open 168 days on average (VDMA). Meanwhile the service team absorbs the missing person's jobs, maintenance dates slip, and at some point the customer stops calling. That bill appears in no quotation – it appears in your utilisation.
That ends here
Instead
The evidence
We guarantee the hire, not the application count. If a committed role stays open, we keep going – at no further cost. All cases with numbers →
on average in German mechanical engineering. After roughly 120 days of vacancy, the cost of the open position exceeds a full annual gross salary – calculated at a factor of three, the midpoint of the common range of two to four. (VDMA, time to fill for skilled roles in mechanical engineering; vacancy-cost rule of thumb)
Across eight to twelve technical hires a year you do not pay that just once. You pay it again every year – as long as every role starts from zero.
We guarantee the hire – not the volume of applications. That is the line between us and a campaign provider, and we do not blur it.
Not first review, not first report. First application. After that, every one is answered the same day.
Careers page, ad accounts, audiences, questionnaire and applicant data are yours – with a written operating manual.
Filled roles in machinery and plant engineering – with role, company size and time to hire. Companies are anonymised because we were not cleared to name them. Numbers and timeframes are unchanged and open to question on a call.
One company per region. Once yours is taken, you are out.
Service technicians and industrial mechanics are won regionally. We build only one company per catchment area – two systems advertising for the same people in the same radius devalue each other.
Role profile, your own careers page on your own domain, a channel to the skilled workers who are not currently searching. This is not a campaign package but the base equipment your company uses to tackle every technical role itself from then on.
Then a fixed rhythm: every application answered the same day. Pre-selection asks what your service manager considers mandatory – before anyone loses interview time. We do not decide what fits technically. You do.
Access, ad accounts, audiences, templates, questionnaire, applicant data and a written operating manual. We are done when you can launch the next role without us. Without this step, “the last system” would be a claim.
Role profile, your own careers page on your own domain, a channel to the skilled workers who are not currently searching. This is not a campaign package but the base equipment your company uses to tackle every technical role itself from then on.
Then a fixed rhythm: every application answered the same day. Pre-selection asks what your service manager considers mandatory – before anyone loses interview time. We do not decide what fits technically. You do.
Access, ad accounts, audiences, templates, questionnaire, applicant data and a written operating manual. We are done when you can launch the next role without us. Without this step, “the last system” would be a claim.
We build the system, fill your role with a guarantee on the hire – then hand it over. If a committed role stays open, we keep working at no further cost.
Can the role be filled in your region? We check first and put in writing what “the right fit” means technically. We decline roles that cannot be filled – even when that means one engagement less.
Role profile, careers page on your domain, channel to the passively open, application path and pre-selection. Every account runs under your name from day one, not ours.
First application within 72 hours, then every one answered the same day. Pre-selection runs on your service manager’s criteria – only fitting candidates reach the interview.
Access, templates, ad accounts, applicant data, training and a written operating manual. We are done when you can launch the next role without us.
Illustrative, from 100 people who see your job ad. Every stage where the page falls short costs you applications – long before anyone ever talks to you.
Same ad budget. A filled role, not an empty inbox. The difference is the path – and after handover it belongs to you.
Who is on the call
„I run every first call myself. Not on principle, but because after twenty minutes I can tell you whether your role can be filled in your catchment area – and because I want to be the one who says no when it cannot.“
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
