Charles specialises in the recruitment of technical and engineering professionals to the automation & robotics industry, covering a wide range of roles, including Control Systems Engineers, Electrical Design Engineers, Mechanical Design Engineers, Project Managers, Service & Commissioning Engineers and Robotics Engineers
With over 8 years’ recruitment experience, Charles has worked at various levels, including Consultant, Team Leader and Director, and has extensive knowledge and insight of the industry, which enables him to source the very best engineering & sales professionals.
Charles is dedicated to delivering an exemplary service to both candidates and clients. His reputation for providing a consultative and partnership approach allows him to form long term, productive relationships with his clients, enabling them to grow, compete and succeed in this exciting and innovative industry.
Due to expansion a world renowned manufacturer of rotating equipment is looking to recruit a PLC Software Engineer to join their C&I department. Commutable from: Leeds, Bradford, Wakefield, Dewsbury, Huddersfield, Halifax, Barnsley Salary: £40,000 - £45,000 per annum plus benefits Suitable for: PLC Software Engineer, Controls Engineer, Control Systems Engineer, Automation Engineer, PLC/SCADA Engineer The Role Management of assigned C & I design projects through the design stage to handover to production, observing the need to apply cost effective solutions and ensuring costs are controlled within estimates provided at the tendering stage Responsibilities will include: Undertake responsibility for all design, processing and supporting activities for the assigned product range, including, where appropriate, pre-sales support Technical support at tender stage with selection of PLC and display hardware in line with customer requirements defining component and communication architecture PLC, HMI &/or PC programming Developing and engineering the communications interfaces with customer/site systems Support during sub-supplier or main equipment tests On-site support during main equipment commissioning or service Attend kick off and client meetings to ensure that all parties understand the work to be undertaken and the key project milestones Give support to other departments on engineering problems associated with the product range Liaise with Customer and Sub-suppliers as necessary Observe the need to apply cost effective solutions and participate in ensuring costs are controlled within estimate. Ensure that product development ideas are passed to the appropriate channels Participate in introducing specific instructions into the EDS Manuals Participate in introducing new or revised standard products into our manufacturing range and ensuring that our designs are compatible with the latest design standards. The Person Degree, or HNC with experience, in electrical/controls/electronic engineering Proficient in PLC, HMI and industrial PC programming, including SIL and dual redundant PLC systems. Ideally with programming experience of controls for rotating equipment (pumps, compressors, etc.) Your CV will be forwarded to Jonathan Lee Recruitment, a leading engineering and manufacturing recruitment consultancy established in 1978. The services advertised by Jonathan Lee Recruitment are those of an Employment Agency.Permanent / Leeds
Last week I attended Artificial Intelligence (AI) for Manufacturing, hosted by the Manufacturing Technology Centre (MTC). It was a great opportunity to see live, cutting-edge technology demonstrations, share knowledge and discuss future collaborative opportunities and funding. However, one of the biggest concerns amongst the delegates was the difficulty in recruiting the right skills and experience. It is undoubtably becoming more and more difficult to attract and recruit for Industry 4.0 and this is particularly true within automation and digitalisation. However, contrary to popular belief, high calibre candidates do exist - they are out there and open to opportunities. DIGITALISATION SUCCESS FACTORS Digitalisation, as we know, presents much opportunity, but also presents a huge learning curve. Everyone has their own take of what it is, what it means and how It will improve their business. Despite its wide scope of application, there are some common success factors that every business should adopt for digitalisation to be realised: Buy-in from the top and strong leadership Digitalisation instilled within company culture - embracing change and continuous improvement Not relying on traditional recruitment methods Diversifying and widening your candidate pool As employers and recruiters, we have to understand that candidates in automation, big data, machine learning and the Internet of Things (IoT) come from a completely different demographic – and it’s not what our industry is used to. Candidates with the right skills and experience are typically Millennials or Generation Z. ADAPTATION IS KEY Albert Einstein is widely credited with saying: “The definition of insanity is doing the same thing over and over again, but expecting different results.” Many businesses recruitment practices are based upon attracting people from Generation X or even Baby Boomers. Perhaps it’s not so surprising that you maybe struggling to find people? DO YOU SPEAK THEIR LANGUAGE? Recruitment practices should be adapted to engage these generations. This is not just thinking about where you advertise but addressing your entire recruitment process to continue engagement; from application, assessment and interview, through to the on-boarding process, continued personal development and training. Reliance on a big blue-chip brand alone is not enough to attract and resonate with these candidates. It is also important that your recruitment teams understand digitisation, build a new network within these advanced tech fields and understand the skills and experience needed to effectively find and attract candidates with future skills. If you choose to work with a recruitment provider, make sure they are invested in your business and keeping ahead of the curve too. I speak with all too many people who choose their suppliers based on price, size of the business or historical relationships - they are not asking if they actually understand these skills, the industry and the challenges it’s facing. Having a recruitment partner on board should provide you with a realistic understanding of the skills and individuals available. They should also be able to help you with skills mapping to allow you to understand the geographical location/clusters of skill-sets across the country and indeed globally. If you are having trouble finding automation and robotics candidates, then get in touch. email@example.com 01384 446105Charles Cureton