Case Studies

Mechanical Maintenance Engineer


Our client is a successful TOP COMAH UK business, that manufactures and delivers leading edge products and processes, with a focus on clean energy, low carbon technologies and technical excellence; it serves diverse international market and market sectors.

When recruiting, the company finds that its pool of candidates directly relevant to its sector is limited


On this occasion, the company had been looking to recruit a Senior Mechanical Engineer. Whilst they believed that the recession could mean that there are people readily available in the market they did understand that good engineers are in demand and a skill shortage does exist for succession planning at mid-management level.

They had been unsuccessfully trying to find the right person in the market for a while through various local, known contingency database agencies on a success-only basis. They had found that the calibre of technical expertise and the people skills required were not readily available through this ‘off-the peg’ approach.

Within the Chemicals sector, RMG recruits through a retained, exclusive and individually tailored campaign approach. We had successfully recruited a specific key role for the business previously and we were approached to take over and solve their current problem via a dedicated search and selection campaign. The company accepted their senior requirements warranted a more focused approach.

We listened to their full brief to understand the nature of this new role. This included the expert level of mechanical engineering experience required and in particular the ‘softer’ behavioural aspects needed in this role. We worked with the company to identify acceptable ways of widening the technical pool of candidates from related and inter-relating sectors and conducted a head hunt search in these sectors. This was accompanied by a detailed advert in the relevant professional magazine, ‘Professional Engineer’.

The company has always been able to retain it’s staff, long term, due to its excellent culture, and the work-life balance that comes with its location. As the company were willing to pay a relocation package to find the ‘right’ candidate, we demonstrated these benefits to all prospective candidates as a matter of course. The company genuinely has an open and all-embracing culture and we were able to search widely across the UK to find an excellent match to their culture and requirements.


We completed this assignment successfully, and found an experienced candidate who relocated his family within the UK. He was from a different manufacturing sector background, offered the right cultural fit and was excited to use his relevant ‘transferable’ skills in this new challenge.

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