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The in-house recruiting system

The last recruiting system you will ever need.

You fill eight to twelve technical roles every year. So far you pay for each one again. We build it once as your own system – after that you hire on your own, without an agency and without us.

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The contradiction

The industry is cutting jobs.
And still cannot find anyone.

What the headlines say

  • 22,000 jobs cut in German mechanical engineering in 2025
  • ±0 percent production growth forecast by the VDMA for 2026
  • 77.8 percent capacity utilization against a 85.6 percent average

What is happening in your service team

  • 123,000 roles unfilled, up 18 percent
  • 42,000 of them skilled workers – industrial mechanics, machinists, mechatronics
  • 168 days to fill a skilled position

Both are true, and both happen inside the same company. The cuts are in production, the hunt is in service – the line that typically delivers 30 percent of total profit in mechanical engineering, and 50 percent or more on maintenance-intensive equipment. Failing to find the service technician does not cost you one role. It costs maintenance contracts, response times and, at the next quotation, the machine itself: service quality accounts for 50 percent of the customer’s investment decision – as much as product quality and price combined.

VDMA · Deloitte, Service Performance in Mechanical Engineering

The status quo

Four routes. All of them start from zero every time.

We do not position against a single provider but against the pattern all four share: the company buys a hire and keeps nothing from it.

Job advertisement

Runs 30 days, gets extended

Reaches the 6 percent who search actively. The 62 percent who are open to a move but not searching read no job board.

Recruitment agency

15–25 % of annual salary, market average 27.8 %

It works – exactly once. At the next vacancy the same invoice starts over. You buy a head, not a capability.

Temp staffing

Markup factor 1.5–2.0, indefinitely

The person never belongs to your company. Your customer has a technician on site who will be elsewhere tomorrow – a problem under a service contract.

Agency on retainer

Monthly, without end

You pay for effort, not outcome. Ad account, audiences, copy and applicant data sit with the agency. Cancelling means back to square one.

Across eight to twelve technical hires a year, that is not a one-off item. It is a subscription you never signed up for.

The system

Six modules.
All of them stay in the company.

Every module carries a line an agency cannot write: what belongs to you afterwards. That line is what the claim of being the last system hangs on.

01

The role profile a technician understands

Travel radius, overnight stays, on-call arrangement, setup time, vehicle, shift. The six points a service technician decides on – in the first line instead of the fourth interview. It costs applications and saves first-year resignations.

Yours afterwardsYour profile template for every future role

02

The careers page on your domain

Not a portal profile that disappears when you cancel. Your own page on your own domain, applicable on a phone in 90 seconds, no CV requirement. A machinist applies after their shift from a phone – any PDF requirement is a drop-off you never get to see.

Yours afterwardsThe page. In full, including source code and access

03

The channel to the 62 percent

According to the EY job study, 6 percent of skilled workers search actively while 62 percent are passively open to a move – an all-time high. We address the second group regionally, where they already are. Run on your accounts, not ours.

Yours afterwardsAd accounts, audiences, creative, budget control

04

The response rhythm: 72 hours

First application within 72 hours of launch. Then a fixed rhythm: every application answered the same day. Take three days and you negotiate against a signed acceptance – and read it as market scarcity.

Yours afterwardsThe process, the message templates, the ownership

05

The pre-selection your service manager defines

The technical criteria come from your house, not ours. We build the path that asks for them before anyone loses interview time. For a role with six to twelve months of onboarding, pre-selection matters more than volume.

Yours afterwardsThe questionnaire, the scoring logic, all applicant data

06

The handover

The part no agency does: access, templates, ad accounts, training, a written operating manual. We are done when you can run it without us. Without this step, everything else would be a campaign with a better name.

Yours afterwardsAll of it. In writing

What the system delivered in machinery

Service technician in 14 days. Machinists in the first month.

A special-purpose machinery builder with just over fifty employees had been advertising for a field service technician on a job board for months. Through the system, 31 applications came in; the hire was made after fourteen days. A CNC machinery builder with 80 employees filled its service role after 25 days. A machining company with 15 employees had three qualified candidates for two open positions in the first month.

The companies appear here without names because they did not consent to being named. The figures are unchanged, and in the first call we go through every case – role, region, time to hire, and what was difficult about it.

“If the system belongs to us – what do you live on?”

On building new companies every year. Not on old ones never finishing. A recruitment agency, a temp staffing firm and a retainer agency cannot say that sentence without abolishing themselves – that is not a rhetorical trick, it is the entire difference.

Questions

Honest answers.

  1. 01 If the system belongs to us, what do you live on?
    On building new companies every year – not on old ones never finishing. It is the most honest point about this offer and simultaneously the reason a recruitment agency, a temp staffing firm and a retainer agency cannot make it: it attacks their own business model. Anyone who wants support after the handover gets it – voluntary, cancellable, never a condition.
  2. 02 How many applications will we get?
    We make no commitment on that, deliberately. The guarantee is on the hire, not on volume. A provider promising application numbers optimizes for volume – you need exactly one right person, and every unsuitable application costs your service manager time they do not have.
  3. 03 What exactly does the guarantee cover?
    If a committed role stays open, we keep working – at no further cost. The condition is that you interview promptly and do not reject qualified candidates without reason; we put that in writing beforehand. And we only take on roles we consider fillable in the feasibility check.
  4. 04 From what company size does this pay off?
    Against placement fees, a system pays off from around five hires a year. At 10 to 15 percent turnover in industrial and technical roles that corresponds to roughly 50 employees. Below that, an agency is usually the cheaper math – and then we say so rather than building you something you cannot use to capacity.
  5. 05 We have already tried two agencies. What is different here?
    The last step. An agency delivers applications for as long as you pay; afterwards the company is exactly where it started. We build the system inside your house and hand it over with access, templates and training. The difference is not the campaign – the difference is who owns the accounts afterwards.
  6. 06 Who runs the system after handover?
    Your house. In practice that is HR, in smaller companies the management assistant or the service manager. The effort after handover is the real test – which is why it is part of the training and documented in the operating manual, not in a footnote.
  7. 07 Is there a price on this page?
    No. What the build costs depends on the number of roles, sites and territories. That belongs in the first call against your numbers, not on a website – and we will also say there when it does not pay off for you.
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Articles for this industry

Practical guides and levers – straight from the field

Recruiting· 12min

Finding field service technicians: why the role stays open for 168 days

The industry’s most common position, the longest vacancy – and the only role whose absence the customer notices. What a technician actually compares before applying.

Recruiting· 9min

The travel radius belongs in the first line, not the fourth interview

200 kilometres sleeping at home is a different job from four nights in a hotel. Hide it and you lose both applicant groups – and never notice.

Costs & comparison· 11min

What a recruitment agency costs in machinery – and when it stops paying off

15 to 25 percent of annual salary, 27.8 percent on average. Bearable once. Across eight to twelve hires a year the full calculation looks different.

All blog articles
Feasibility check

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

  1. We run the numbers on your catchment area: how many suitable skilled workers are within range and whether your role can be filled there.
  2. You see the filled cases with role, company size and time to hire – and you may question every figure.
  3. You learn what the build costs in your case. Including when we advise against it.
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