Recruitment in engineering, construction, installation engineering and infrastructure

Flexxy helps organisations in engineering, construction, building services, infrastructure, energy and manufacturing find hard-to-find professionals and improve their recruitment approach.

We do that through search & selection for permanent roles and through temporary recruitment support. With interim, fractional and embedded recruitment, an experienced recruiter works inside or alongside your organisation for a set period. So we don't supply interim technicians. We take the recruitment work off your hands.

Technical recruitment takes more than searching on a job title

A work planner at a contractor does something different from a work planner at a building services company. A project manager in energy engineering works in a different context from one in commercial construction. Roles like engineer, site manager, service manager and technical specialist also vary widely depending on the organisation, project environment and client group.

That's why good recruitment in engineering doesn't start with a search on LinkedIn. It starts with understanding what someone needs to be able to do in practice, what knowledge is needed straight away and what can be learned on the job.

Before we start recruiting, Flexxy maps out, among other things:

• which technical knowledge is truly essential;
• which experience is transferable from other sectors;
• which certifications are mandatory or can be gained on the job;
• how projects, clients and teams are organised;
• what results someone needs to deliver in the role;
• what makes the role attractive to the target group;
• how many suitable professionals are available in the relevant region;
• how our offer compares with competing employers.

That way, we avoid building a profile around a long wish list that hardly reflects the labour market.

Where technical recruitment often gets stuck

Technical vacancies don't stay open just because suitable people are hard to find. Often the problem also lies in how the vacancy, search or process is set up.

The job profile is too broad or too strict

Employers often look for someone who meets every requirement from day one. As a result, they rule out professionals who already have the key foundations and could quickly grow into the rest.

Flexxy distinguishes between hard requirements, skills that can be developed and nice-to-haves. That widens the talent pool without compromising on quality.

The job posting doesn't say enough about what the work is really like

Technical professionals want to know what they'll be working on, what the team looks like, what responsibility they'll get and what the role offers them technically. Generic lines about a great culture or a dynamic working environment aren't enough reason to change jobs.

We turn what the role involves into a concrete, credible story for the labour market.

Only active job seekers are targeted

Many technical professionals aren't actively applying for jobs. But they're often open to a better project, a shorter commute, more responsibility or an organisation that fits their ambitions better.

That's why we combine job postings with targeted sourcing, talent mapping and personal outreach. Every candidate is hand-picked before we get in touch.

The hiring process takes too long

An interested candidate can have several interviews lined up within a few days. If feedback, scheduling or decision-making takes too long, an organisation loses good candidates to a competitor.

Flexxy keeps track of progress, stays in touch with candidates and hiring managers, and shows where delays are building up.

Our approach to recruitment in engineering

1. In-depth intake and role analysis

We don't just discuss the job requirements. We also look at the technical environment, projects, clients, responsibilities, way of working and expected results.

We ask questions like:

• What should this person have achieved after six or twelve months?
• What technical knowledge is required from day one?
• What other experience might someone have gained in a different environment?
• Where did previous employees or candidates run into difficulties?
• Why would a good professional choose this organisation?
• How do work location, commute, projects and employment terms affect what's realistic?

The answers form the basis for the profile, the labour market approach and the selection.

2. Target audience analysis and feasibility

We work out where suitable professionals work, which job titles they use and which adjacent talent pools could be worth approaching. We also look at location, competition, salary, educational background and relevant career paths.

If the profile you want doesn't realistically match the labour market, we'll tell you before weeks are lost. Then we decide together which requirements can be adjusted or what other approach is needed.

3. Search and a personalised outreach

Technical professionals receive plenty of messages. A standard message with just a job title and salary barely stands out.

We tailor our approach to each candidate's background and spell out why the role could be interesting to them. We use technology and AI to support research and processes, but we don't leave selection or personal communication to automated bulk campaigns.

4. Selection based on expertise, motivation and context

A CV doesn't always show how someone performs within a project, works with clients or takes technical responsibility.

That's why we talk through things like:

• the content and complexity of previous projects;
• their own responsibility within those projects;
• how they work with site teams, engineering, clients and suppliers;
• technical decisions and results;
• motivation for a next step;
• direction of development and ability to learn;
• practical terms such as salary, commute and availability.

We don't put candidates forward just because their job title matches. We explain why their experience fits, where any differences lie and what still needs to be explored in the interview.

5. Process management and advice

Recruitment doesn't stop once a candidate has been put forward. We guide the process, prepare for interviews, gather feedback and keep things moving.

We also advise you when the labour market calls for a different approach. For example, a broader search profile, adjusted employment terms, a different region, more room for development or a clearer story about the role.

Which sectors does Flexxy work in?

Flexxy focuses on organisations where engineering, projects and business continuity are central, including:

• construction and property development;
• building services;
• electrical and mechanical engineering;
• infrastructure and civil engineering;
• energy and the energy transition;
• utilities and technical management;
• manufacturing and production;
• engineering and industrial automation;
• maintenance, servicing and asset management;
• technical consultancy and project organisations.

Our experience includes recruitment for fitters, work planners, engineers, project managers, site managers, technical specialists, asset professionals, technical sales roles and senior key roles.

Two clear ways of working together

Search & selection for permanent employees

Do you have one or more vacancies for permanent employees? Flexxy can run the search and selection as your external recruitment partner.

We handle the process from the intake and target group analysis through to sourcing, selection, candidate presentation and support up to the job offer. The agreements and fee are set up front, based on the role, its complexity and the approach you want.

Find out more about our Recruitment Services.

Interim, fractional and embedded recruitment

Is your organisation short on recruitment capacity for a while? An experienced Flexxy recruiter can become part of your team for an agreed period.

We work with HR, management and hiring managers, and can take responsibility for things like:

• vacancy intake and prioritisation;
• sourcing and selection;
• job ad copy and recruitment marketing;
• candidate contact and guiding candidates through the process;
• stakeholder management;
• setting up or improving the ATS;
• reporting on progress, conversion and bottlenecks;
• building talent pools;
• improving and documenting recruitment processes.

This can be full-time, or fractional from one or a few days a week. The agreed capacity sets how much work we can take on at any one time. Being reachable and keeping the process moving isn't limited to two set days. No candidate or hiring manager should have to wait unnecessarily because a question comes in outside the planned hours.

Fractional recruitment does not, therefore, mean that recruitment is carried out any less effectively. With clear priorities, a well-organised process and the right systems in place, even a part-time approach can deliver rapid and demonstrable results.

Important: by interim recruitment, we mean that a recruiter works within your organisation for a set period. As part of this service, Flexxy does not supply interim engineers, fitters or other technical professionals.

From filling vacancies to a recruitment process that keeps working

When Flexxy becomes part of an organisation for a while, we don't just look at today's vacancies. We also look into why vacancies stay open for so long and where the process needlessly loses time or candidates.

That could lead to improvements in:

• how tasks are shared between recruitment, HR and hiring managers;
• vacancy intake and prioritisation;
• job ad copy and how we approach the target group;
• interview structure and scorecards;
• speed of feedback and decision-making;
• how the ATS is set up and used;
• reporting and recruitment data;
• candidate experience;
• recruitment tooling and automation;
• handover to an in-house recruiter or HR team.

The aim isn't to make an organisation dependent on external recruitment capacity. We want to fill vacancies and leave behind a way of working that the organisation can carry on with.

You can read more about this under Strategic Talent Advisory and Recruitment Empowerment.

Experience in building and running recruitment

Flexxy combines hands-on recruitment with experience in setting up, managing and improving recruitment processes.

At Eteck, Flexxy was involved in the organisation's growth and more than 150 hires over four years. Besides sourcing and selection, we worked on stakeholder management, recruitment processes, ATS use, data and long-term improvement of the recruitment approach.

We also have recruitment experience in technical services, building services, energy, engineering, IT and project organisations. That means we don't just look at the individual vacancy, but also at capacity, priorities, how the process is set up and how we work with hiring managers.

Our expertise isn't about pretending a recruiter knows every technical trade better than the specialist does. It's about asking the right questions, quickly getting to grips with a technical environment and turning that into a realistic profile and a credible way of approaching candidates.

When is Flexxy a good fit for your organisation?

Flexxy is a good match if:

• technical vacancies stay open too long;
• your in-house HR team doesn't have enough time for active sourcing;
• you need senior recruitment capacity for a while;
• several hiring managers need support;
• you want to build up or professionalise your recruitment;
• you want to know why your current approach isn't delivering enough results;
• you want advice and process improvement as well as delivery;
• you're looking for permanent technical employees through search & selection.

Flexxy is less suitable if you only want to receive large numbers of CVs without proper selection, or if you're only looking for temporary technical workers.

Frequently asked questions about recruitment in engineering

Does Flexxy recruit for permanent technical roles?

Yes. Through search & selection, Flexxy finds and selects professionals for permanent roles at the client's organisation. The approach and fee are agreed up front.

Does Flexxy also supply interim fitters, engineers or project managers?

In both cases, a recruiter works for your organisation for a set period. Embedded recruitment stresses that the recruiter works as part of your in-house team, under your name and within your processes. Interim recruitment is a broader term and can also cover temporary cover or extra capacity.

What is the difference between interim and embedded recruitment?

In both forms, a recruiter works for your organisation on a temporary basis. Embedded recruitment emphasises that the recruiter works as part of the internal team, under the client’s name and within the client’s processes. Interim recruitment is a broader term and can also be used to refer to temporary replacements or additional capacity.

What is fractional recruitment?

With fractional recruitment, you bring in senior recruitment expertise for part of the week. It suits organisations that have an ongoing need for recruitment but don't need a full-time recruiter.

Can Flexxy also improve the recruitment process?

Yes. As well as delivery, Flexxy helps with things like ATS setup, recruitment data, dashboards, job profiles, interviews, candidate experience and working with hiring managers.

Which technical sectors is Flexxy active in?

Flexxy focuses on construction, building services, infrastructure, energy, commercial buildings, engineering and manufacturing. For each assignment, we check whether our experience and approach fit the roles and the organisation.

Talk to us about your recruitment challenge

Do you have technical vacancies that stay open too long, need extra recruitment capacity for a while, or want to improve your recruitment process for the long term?

Take a look at our approach or get in touch for an initial conversation. We'll talk through what's needed, which approach is realistic and whether Flexxy is the right partner for you.