Client stories
What plant teams say about the work
Comments from manufacturing clients on specific consultations — role profiling, trades sourcing, apprenticeships, and full hiring engagements.
They spent a full morning on our press line before writing a single ad. The shortlist for the second-shift setter role actually knew our older machines — something our previous agency never checked.
The role profile for our maintenance electrician finally separated night-call expectations from day workshop work. We still waited longer than hoped for a suitable candidate — skilled electricians are scarce here — but the people who applied were the right kind of scarce.
I appreciated that they told us our three-shift premium was not competitive for welders commuting from Halberstadt. We adjusted before wasting another month on empty inboxes.
Our apprentice intake used to be two last-minute interviews in August. The pipeline work with the Berufsschule felt slower at first, then we had parents touring the hall in May with clear questions about mentor time.
Filling three CNC operator seats without restarting the search twice
A precision parts supplier in Sachsen-Anhalt needed three CNC operators for a new customer programme starting in autumn. Earlier job ads had drawn warehouse applicants and one overqualified programmer who left after two weeks. Platformanalytics ran a plant visit assessment, then a focused Plant Hiring Engagement. The role brief named the control systems on the floor, the tolerance expectations, and the exact shift swap rules agreed with the works council. Screening included a supervised trial piece rather than a generic aptitude test. Two operators started within six weeks; the third seat filled three weeks later after a candidate relocated from Thüringen. The mild friction: documentation of prior employer references took longer than planned because one works council requested additional anonymisation steps — handled, but it delayed the final offer by several days.