Engineering & Technical Sales Recruiters in Italy
Building a sustainable technical sales & engineering team in Italy?
With deep market knowledge, local candidate networks, and a proven track record across Europe, Mase Consulting makes it simple to attract and hire high-performing professionals in Italy.
Whether you’re expanding into new French territories or strengthening your existing presence, we provide the specialist recruitment support you need to grow your team with confidence.
Speak to a Recruitment Expert
Providing a bespoke technical sales & engineering recruitment strategy.
If you’re expanding into Italy and need to grow your commercial or engineering team, you might be considering outsourcing to an agent. But there’s another way: partnering with a specialist technical sales and engineering recruiter with expertise in the Italian market to build a high-performing, in-house team.
At Mase Consulting, we help you identify, attract and retain local professionals who understand the Norwegian market, speak your customers’ language, and align with your long-term business goals.
As well as a dedicated recruiter, you will also have access to our other services such as Candidate Behavioural Assessments and Salary Benchmarking.
SUCCESSFULHIRES
2000+
talented individuals
placed in UK, Europe, Middle East, North America & Asia.
CUSTOMER SATISFACTION
5 star
rating on Google, attesting to our commitment to excellence.
ASSIGNMENTS DELIVERED
92%
of assignments we’ve received have been successfully placed.
MARKETEXPERTS
15 Years +
of experience as trusted industry specialists.
QUALITYCANDIDATES
91%
of CVs we send to clients secure interviews.
Why Hire Local Talent in Italy?
Building Trust
Over 80% of Italian companies prefer to work with businesses that have a localised presence. A local team builds credibility, removes language barriers, and shows long-term commitment to the market.
Growing Revenue
Hiring professionals with local knowledge allows you to tap into established networks, navigate complex buying processes, and spot new opportunities ahead of your competitors.
Retaining Relationships
With in-country support and service engineers, you can respond quickly to issues, build trust through aftercare, and create strong customer relationships that drive repeat business.
Our Recruitment Models
Every company’s hiring needs are different, so we’ve designed three flexible recruitment models — all built on the same collaborative approach. Whether you need support with a single vacancy, a retained search for a critical hire, or a dedicated talent acquisition partner, each model gives you the expertise, transparency, and results Mase Consulting is known for.
Retingency Recruitment
- Consultative and collaborative approach
- Proactive sourcing of active and passive candidates
- Market mapping and headhunting services
- Dedicated account manager
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This is a flexible, non-committal way to work with us. It combines the consultative approach and headhunting of a retained partnership, but with the pay-on-success model of contingency recruitment, meaning you only pay when a placement has been made.
Ideal for employers who want to fill a role, but aren’t ready to commit to a full retained partnership. Whilst this does not include some of the added features and benefits of our other recruitment models, it still provides you with access to our expertise, extensive network and tailored approach.
Retained Recruitment
Everything in our Retingency Model, plus:
- Candidate Behavioural Assessments for final-stage candidates
- Salary Benchmarking
- Discounts on recruitment fees applied
- Personally led by our Recruitment Director, who has over 24 years of success delivering niche and challenging hiring assignments.
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A staged payment model, led by our recruitment director, that secures dedicated support for your role. The total fee is split into three equal instalments, one-third to initiate our services, one-third on CV shortlist, and the final one-third upon offer acceptance. Should the chosen candidate fail to start the final one-third would be refunded.
Ready-to-go Talent Acquisition Team
Everything in our Retingency Model, plus:
- Candidate Behavioural Assessments for final-stage candidates
- Salary Benchmarking
- Higher discounts on recruitment fees applied
- Personally led by our Recruitment Director, who has over 24 years of success delivering niche and challenging hiring assignments.
- Dedicated recruiter(s) working exclusively and solely on your hiring projects
- Weekly activity reports and progress updates
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We act as an extension of your internal talent acquisition team, supporting you through periods of planned or unexpected recruitment demand.
Our time is booked and paid for in six-week increments, during which we allocate dedicated internal resources, including team members who work solely and exclusively on your hiring needs.
Recruitment fees are paid in addition on any successful hires; however these are heavily discounted compared with our standard terms, and you’ll receive detailed weekly activity reports showing the number of CVs reviewed, candidates contacted, interviewed, and submitted. This partnership can be extended, allowing us to continue covering multiple roles in line with your priorities.
Ideal for businesses in periods of high growth, but without the time or budget to increase their own internal hiring team.
Why Hire Local Talent in Italy?
We support companies across Italy’s key commercial and engineering regions, from major cities to specialised industrial hubs. Whether you’re hiring in a well-known business centre or a niche manufacturing location, we have the experience and reach to help. Our recruitment services cover locations including:
- Rome
- Milan
- Naples
- Turin
- Florence
- Bologna
- Venice
- Genoa
How our approach addresses recruitment challenges:
Upfront Costs
We offer three flexible recruitment models to suit how your business prefers to work. Our Retained Search gives you a focused, priority-led approach for business-critical roles. Retingency gives you access to some of the benefits of retained without upfront fees, giving you quality with no financial risk. And our Ready-to-Go Talent Acquisition Team is a 6-week dedicated project service, where we work solely on your vacancies. However you prefer to partner, we adapt the model around your needs, not the other way around.
Lack of Candidate Insights
Relying on gut instinct alone can increase the risk of a mis-hire. That’s why our Retained Search and Ready-to-Go Talent Acquisition Team models include behavioural assessments at no additional cost. These insights give you a deeper understanding of each candidate’s natural behaviours, helping you make confident, data-led hiring decisions.
Continuity
We understand the frustration of inconsistent service levels from recruiters, especially from those operating a contingency model. We work with you as a strategic partner, providing a dedicated account manager and resource team. This approach ensures that we understand your unique needs and deliver industry-leading candidates who align with your organisation’s culture and values.
Other Countries we recruit in.
Our current vacancies in Italy
See how our services could benefit your business.
If you’re seeking a technical sales and engineering recruitment partner or looking for insights into salary and compensation packages in Italy, we suggest scheduling a chat with one of our specialists.
To book a discovery call with one of our experts, simply click on the relevant tab below and submit your details.
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Frequently Asked Questions About Recruitment in Italy
Get clear answers to common questions about technical sales and engineering recruitment in Italy. Our FAQs highlight how Mase Consulting helps employers engage high-performing professionals and supports individuals seeking to advance their careers in this competitive and diverse market.
We recruit mid to senior professionals across technical sales, service and engineering positions including Sales Engineers, Area Sales Managers, Service Engineers, Product Managers, Technical Directors and Country Managers.
Italy faces a shortage of engineers and technical professionals, particularly in manufacturing, automation and industrial equipment. Many companies struggle to find candidates who combine strong technical expertise with commercial skills, and bilingual professionals are especially limited. The regional divide between northern and southern Italy also affects talent availability and mobility.
It is very competitive. Northern Italy, especially Lombardy, Emilia-Romagna and Veneto, hosts a dense concentration of manufacturing and engineering companies competing for the same talent. Employers must move quickly and offer strong development opportunities to secure experienced professionals.
We typically present a shortlist of qualified candidates within 7 to 14 days, with most roles filled within 6 to 10 weeks. However, long notice periods and slow decision-making can delay start dates, so early planning helps ensure a smoother process.
Italian professionals value job stability, respectful leadership and clear career progression. They prefer employers who offer structure, training and development rather than purely transactional roles. Company culture, management style and brand reputation strongly influence their decisions.
Our Salary Benchmarking tool provides accurate and current pay data for technical sales and engineering roles across Italy. It helps employers stay competitive, set fair salary levels, and attract qualified candidates in a market where pay transparency is increasingly important.
We manage the full process — from headhunting and screening to interview coordination and offer management. Our local market knowledge helps you navigate regional hiring differences and secure the right technical and commercial talent efficiently.
Yes. We frequently support international manufacturers and technology firms entering the Italian market for the first time. We help them appoint their first Sales Engineer, Service Engineer or Country Manager and guide them through local employment expectations and cultural nuances.
We specialise exclusively in engineering and technical sales recruitment. This focus, combined with our local and international reach, enables us to deliver qualified shortlists quickly and ensure every placement aligns with your technical and cultural needs.
Company reputation plays a major role in Italy’s hiring landscape. Technical sales professionals often stay with their employers for long periods, so they’re cautious when changing jobs. Italian candidates value businesses that demonstrate financial stability, long-term vision, and consistent leadership.
Word-of-mouth and professional reputation carry significant weight — especially in close-knit industrial sectors such as automation, machinery, and energy. Candidates will often research an employer’s market presence, Glassdoor reviews, and management style before engaging in interviews.
To attract strong candidates, it’s important to clearly communicate your brand’s credibility, product quality, and internal culture. A transparent, respectful recruitment process also leaves a lasting impression in Italy’s relationship-driven job market.
Generally, relocation within Italy can be challenging. Many professionals have strong regional or family ties and prefer to stay within commuting distance of their current home. This is especially true in southern Italy, where candidates may be reluctant to move north for new opportunities.
However, flexibility is improving among younger professionals, particularly those early in their careers or working for multinational companies. Relocation becomes more appealing when employers offer structured support such as housing allowances, relocation bonuses, or help with settling in.
Employers hiring in less central regions — or from abroad — should make relocation assistance a clear part of their offer if they want to attract experienced engineers and technical salespeople.
Word-of-mouth and professional reputation carry significant weight — especially in close-knit industrial sectors such as automation, machinery, and energy. Candidates will often research an employer’s market presence, Glassdoor reviews, and management style before engaging in interviews.
To attract strong candidates, it’s important to clearly communicate your brand’s credibility, product quality, and internal culture. A transparent, respectful recruitment process also leaves a lasting impression in Italy’s relationship-driven job market.
Italy’s culture places strong emphasis on family, community, and regional identity, which often shapes career decisions. Many engineers and technical professionals prioritise family proximity and work-life balance over purely financial incentives.
In practice, this means that companies offering remote or hybrid working options — or roles that allow for reduced travel — have a stronger appeal. Employers that take the time to understand and respect these cultural values tend to build better engagement with candidates and experience higher retention.
When recruiting nationally, it’s also helpful to acknowledge regional differences: for example, professionals in northern regions are often more open to mobility, while those in central and southern Italy may prioritise local stability.