Wie wir in fünf Wochen den richtigen Maschinenbauingenieur für Daniatech gefunden haben
Als Daniatech den richtigen Maschinenbauingenieur brauchte, lieferte Plant Supervision die richtige Besetzung in nur fünf Wochen.
We combine recruitment and headhunting of technical profiles. Our project managers have worked on technical projects themselves, so we understand the role before we look for the person, and we know the people in your industry.
Tell us about the role. We will clarify the rest in a short call.
Or call Kasper Munkholmpå +45 30 23 02 18
Technical recruitment
Since 2011, Plant Supervision has staffed projects in the heavy and technical industries. We use the same experience when you need to hire, whether it is a project manager or automation engineer in the office, or a site manager or commissioning engineer on site. We mainly recruit in Scandinavia and Northern Europe, and every candidate is assessed by a project manager with a technical background before you see a CV.
They quickly understood our requirements, both in terms of technical competencies and the personal chemistry needed to fit into our management team.
Plant Supervision supported CXS Nordics with a headhunting assignment and delivered a very efficient and professional process. The candidates presented were highly relevant and well aligned with our expectations. We are pleased with the cooperation and would be happy to recommend Plant Supervision as a strong partner for technical recruitment and headhunting assignments.
Per‑Tore Berg‑DomaasChief Operations Officer, CXS Nordics
The challenge
Experienced engineers and project managers are usually in work and do not read job ads. They have to be found directly, through a network in the industry.
Search, screening and interviews come on top of day-to-day work, and a recruitment process can easily drag on for months.
A CV shows job titles, not what the candidate actually solved. It takes technical insight to judge whether their experience fits your systems and projects.
An unfilled role or a hire that does not work out costs you in delayed projects and a new recruitment round.
Office and site
We recruit engineers, project managers and technical leaders for permanent roles in the office and on site. These include:
We only recruit for technical roles, so we do not take on assignments such as:
Not sure whether a role is a fit? Just ask us.
Kasper Munkholm
Head of Projects, Partner
How we differ
Every candidate is assessed from two professional perspectives. The recruiter handles headhunting and initial screening, and one of our project managers then takes an in-depth look at the candidate's technical experience.
Screening
A recruiter reviews CVs and talks to the candidates.
CVs to you
You receive the candidates who match the requirements on paper.
Technical assessment at interview
It is up to you to find out whether the experience holds up.
Two angles on every candidate
Screening by the recruiter
Initial conversation about experience, motivation and practical terms.
Technical assessment by a project manager
A project manager with a technical background assesses the candidate's qualifications and experience.
Before you see a CV
CV and our recommendation
You decide who to invite to interview.
Interviews
The interviews can focus on who fits in with your team.
A CV tells you where a candidate has been. Our project managers have technical backgrounds and work on staffing technical projects every day, so they can ask what the candidate has actually done.
Systems and tools
Which systems, standards and tools has the candidate worked with in practice, such as PLC platforms, CAD software or plant types?
Own role in projects
Did the candidate lead the task themselves, or were they part of a team where others were responsible?
Requirements in the job profile
Does the experience meet the fixed requirements, and which ones can the candidate learn with you?
project managers with a technical background
founded, with roots in the heavy and technical industries
You talk to project managers who have a technical background and work on staffing technical projects every day. They know what the role demands because they have done it themselves.
14 years‘ experience in recruitment, the last five in the technical industry.
12 years‘ experience in roles such as Project Engineer, Site Manager and Project Manager.
20 years‘ experience in roles such as Design Engineer, Technical Manager and Head of Site Sales.
Six years‘ experience in sales and recruitment in the heavy and technical industries.
35 years‘ experience in roles such as Construction Manager, Site Foreman and Pipefitter.
25 years‘ experience in roles such as HSE Manager, Site Manager and Team Lead.
30 years‘ experience in roles such as Electrical Engineer, Construction Manager and Project Manager.
13 years‘ experience in roles such as Field Engineer, Service Engineer and Head of Service.
The price is fixed and agreed before we start. It does not change, however many candidates it takes.
Initial meeting and needs assessment
No charge
Job profile, search and screening
No charge
Technical assessment and shortlist
No charge
Interviews with the candidates
No charge
The candidate signs
Fixed price invoiced
If the new hire leaves during probation, we find a new candidate at no extra fee.
Get a free shortlistAls Daniatech den richtigen Maschinenbauingenieur brauchte, lieferte Plant Supervision die richtige Besetzung in nur fünf Wochen.
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We recruit specialists and leaders for technical and project-driven companies, both on site and in the office. On site, this includes commissioning engineers and managers, site and construction managers, mechanical, electrical and automation engineers, service managers, technical sales and HSE managers. In the office, it includes technical department managers, project managers, mechanical engineers, software developers and technical writers.
Technical recruitment covers the entire process, from job profile to hire. Headhunting is the part where we find and approach candidates ourselves – people who are already employed and not actively looking. It’s often essential for technical roles, because experienced profiles rarely read job ads.
You typically receive a shortlist of qualified candidates within 3–4 weeks.
Yes. We mainly recruit for permanent positions in Scandinavia and Northern Europe, but our network is international.
We agree a fixed price before we start. It does not change, however many candidates it takes, and you only pay once you have hired a candidate.
You only pay once you have hired one of the candidates we present. If we do not find the right person, it costs you nothing.
If the candidate leaves during probation, we find a replacement at no extra cost.
It depends on whether the need is permanent. If it is a permanent function in your organisation, a permanent hire is usually the right choice. If you need a specialist for a limited period, for example for a project, a busy period or parental leave, an interim consultant may be a better fit. We supply interim specialists through PS Engineering. Read more about the difference in our article on interim or permanent hires.
Kasper has worked in the technical industry for more than 12 years and is happy to talk through your challenges. Call at +45 30 23 02 18
Head of Projects, Partner
