Most businesses underestimate onboarding. They assume once the contract is signed and the laptop arrives, the hard work is done. In reality, onboarding is where many technical hires either gain momentum or quietly disengage. This matters even more for Technical Sales and Service Engineers, because these roles sit at the

If you are hiring both engineers and technical sales professionals, you may have noticed a frustrating pattern. Engineering roles move. Shortlists come together. Offers get accepted. Meanwhile, technical sales vacancies sit open for months. This is not bad luck. It is not just “a tough market”. And it is not

Great engineers do not always interview well. You have probably met them. Brilliant on the technical tasks, quiet in conversation, reluctant to talk about themselves, cautious in interview settings, and sometimes self-deprecating when describing real strengths. They solve problems quickly but freeze half-way through a behavioural interview. They think in

If counteroffers keep derailing your hires, the issue is rarely bad luck. It is not that candidates are dishonest. It is not that your roles are unattractive. And it is not that the market is suddenly irrational. Counteroffers succeed when the hiring process gives them room to. For employers hiring

If you are struggling to hire experienced Service Engineers, you are not alone. This is one of the most common frustrations we hear from employers across engineering, manufacturing, automation, scientific equipment and industrial technology. The usual explanations get thrown around quickly. Skills shortages. Younger generations not entering engineering. Too much

Hiring across multiple countries sounds straightforward until you are actually doing it. On paper, the role is the same. In reality, interviews drift. Expectations shift. Decisions slow down. What gets approved easily in one country becomes a debate in another. Candidates get mixed messages. Hiring managers lose confidence in the