Thirty-plus engineering and manufacturing hires in three years.
A material handling and industrial automation manufacturer, Ontario
Embedded, software, hardware, PLC and controls engineers, plus manufacturing and operations leaders, for a manufacturer whose vacancies were slowing its engineering team down.
- 30+roles filled
- 3years as a recruiting partner
- 5disciplines, firmware to operations
Embedded software, hardware, software and industrial automation expertise is hard to source anywhere. Combined with hiring deadlines and vacancies that had been open too long, the gaps were putting pressure on the engineering and manufacturing teams that had to cover them.
The résumés that came in used the right words. Few of the people behind them had done hands-on engineering at the level the products needed.
We applied discipline-specific technical screening and targeted outreach into the engineering market, separating hands-on experience from general résumés before anyone reached an interview.
Candidate evaluation and the follow-through to offer were coordinated with the hiring managers, so each search closed instead of stalling at the last step.
The parts of the method that did the work.
- 01
Screening by discipline
A firmware engineer, a PLC engineer and a hardware engineer were each screened on their own ground: the architectures, the controllers, the standards they had shipped against.
- 02
Hands-on, verified
What they built, what they debugged, what shipped. The screen asked for specifics a general résumé cannot supply.
- 03
Outreach into the market, not the inbox
The engineers the manufacturer needed were employed and not applying. We went to them.
- 04
Follow-through to the start date
Interview scheduling, feedback, the offer and the counter-offer conversation were managed, not left to chance.
More than 30 roles filled over three years across embedded and software engineering, hardware engineering, PLC and controls, manufacturing engineering, operations management and engineering project management.
Engineering and manufacturing teams that stopped covering for empty seats and got back to the product.
- Embedded Software / Firmware Engineer
- Hardware Engineer
- Software Engineer
- PLC Engineer
- Controls Engineer
- Manufacturing Engineer
- Operations Manager
- Engineering Project Manager
If you are hiring for roles like these.
- Hire the screen before the searchIf your recruiter cannot tell firmware experience from firmware familiarity, the shortlist will not either.
- Go to the marketScarce engineers are not on job boards. Direct outreach is the search.
- Close the loop fastSpecialist candidates have options. Feedback inside 48 hours and a clean offer process decide more hires than salary does.
- Count the cost of the open seatAn empty controls engineer seat is paid for by the engineers covering it. Deadlines slip quietly.
Hiring in manufacturing? Get a guide for the exact role and city.
Title, city, one business day. What they are paid, where the people come from, who else is hiring them, and how to fill the seat. Written for your role by a recruiter, not pulled off a shelf.
The people they needed to grow.
A food manufacturer, Greater Toronto Area
20+ people hired
One plant, twenty-plus hires, line staff to finance.
Read the case studyA global automotive components manufacturer, Ontario
55+ positions filled
Fifty-five-plus placements over four years, across six departments.
Read the case studyA specialized materials manufacturer, Orillia, Ontario
7 functions recruited for
Specialist roles filled in a town where the skills did not live.
Read the case study
Short a millwright or a line lead on second shift?
Pick a time and a Traverse recruiter will talk through the role, the shift and what good looks like on your floor.
One GTA plant hired 20+ people through Traverse in 18 months, line staff to finance.
Loading the calendar…
Open it in a new tab insteadPrefer to talk?416-274-3978recruitment@traversestaffing.com