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Brett Martin, a leading rooflights manufacturer, needed to fill five roles at once: two day-shift engineers, two afternoon-shift engineers, and a general handyman.
They were struggling to attract candidates due to:
They had worked with other recruiters before, but a lack of industry experience meant candidate screening was poor. Brett Martin’s hiring manager was getting inundated with unqualified candidates.
The process was dragging on, candidates were dropping out, and it felt like they were going round in circles! These roles became more and more urgent, as the gaps in the team were starting to cause issues.
They needed a recruitment partner who could deliver quality over quantity and help them secure the right talent. It was time to call in the experts…
At Stirling Warrington, we believe in getting under the skin of a business before we recruit. Instead of just firing over CVs, we took a different approach:
On-site visit: We visited the client’s site to gain insight into their production environment, project work, and team culture. This allowed us to accurately represent the company to any potential candidates
Rigorous screening: Unlike the other agencies, we ensured thorough vetting of candidates, only presenting those genuinely interested and suited to the role. This eliminated no-shows and uncommitted applicants.
Industry knowledge: Our detailed understanding of Brett Martin’s work and culture enabled us to advise on candidate selection.
Filling hard-to-place roles: Afternoon shifts are notoriously difficult to recruit for, with only 5% of candidates open to them. Using our industry knowledge and ability to sell the roles well, we successfully placed both a mechanical and an electrical engineer.
Strong client relationship: As the process progressed, Brett Martin’s hiring manager trusted our ability to deliver, responding quickly and streamlining decision-making. This resulted in a more efficient recruitment process.
By understanding Brett Martin’s unique needs and refining the recruitment process, we delivered quality hires where other agencies struggled, strengthening the client relationship and driving long-term success.
Because we truly understood the business, we found candidates who fit the culture and technical needs, including a mechanical engineer fresh out of his apprenticeship.
The trust we built meant the client came back to us faster, knowing we delivered quality candidates, not just CVs. No dropouts. No wasted interviews. Just great hires.
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