Finding top technical talent is one of the greatest challenges in today’s labor market. Specialized roles, particularly in automation and engineering, are in high demand while the candidate pool continues to shrink. For many companies, posting jobs online isn’t enough—qualified candidates either don’t apply or are already off the market. This case study highlights how one manufacturer partnered with a professional search and staffing agency to secure a critical Automation Controls Engineer, ensuring their automation initiatives stayed on track.
THE CHALLENGE
The manufacturer faced significant obstacles in filling the role:
- Specialized Skill Requirements: The position required expertise in PLC programming, HMI/SCADA development, and industrial communication protocols. Candidates with this background are rare.
- Competitive Pay Landscape: Compensation had to remain balanced with internal equity, making it tough to compete with larger markets.
- Previous Hiring Setbacks: A prior attempt to fill the role internally had failed, leaving an urgent gap in a critical engineering position.
- Limited Candidate Pool: Located in a rural area, the company had access to fewer qualified applicants willing to relocate or commute.
With automation central to their growth strategy, leaving the role unfilled was not an option.
THE APPROACH
Hughes Recruiting & Consulting’s professional search division designed a targeted recruiting strategy tailored to the company’s unique needs:
- Widened Outreach: Recruiters expanded efforts beyond local candidates, targeting individuals nationwide who were open to relocation and career growth.
- Emphasis on Company Culture: The hiring process showcased the organization’s collaborative, people-first culture to appeal to candidates motivated by more than just pay.
- Flexible Candidate Profile: Instead of focusing only on seasoned professionals, recruiters sought out recent graduates with strong education and internship experience who could be developed into the role.
- Persistent Communication: Candidates were consistently engaged with transparent discussions about relocation, counter offers, and long-term career alignment.
This proactive and adaptable strategy turned a difficult search into a successful placement.
THE RESULT: HIRING NATHAN
After months of searching, the company met Nathan Guttridge, a recent graduate with a strong educational background in automation and an eagerness to learn.
Although early in his career, Nathan quickly proved he was the right fit:
- He jumped into multiple automation projects, from programming and schematic design to electrical wiring and troubleshooting.
- He consistently sought feedback, showing a growth mindset and a willingness to adapt.
- He thrived in the organization’s small but skilled engineering team, complementing their strengths and learning from their expertise.
Nathan shared:
“Every new machine I work on is a chance to learn something new. The most rewarding part is seeing projects go from paper to working systems in the plant.” – Nathan Guttridge, Automation Controls Engineer
CLIENT FEEDBACK
Leadership at the manufacturing company praised the results:
“Nathan is still developing his technical skills, but his enthusiasm and adaptability have made him a strong addition to the team. His trajectory is very positive.” – Bob Peters, Maintenance/Project Manager
“Absolutely, we would recommend Hughes. Their personalized approach to recruitment helped us fill a highly specialized role that we had struggled with for months. They understand the challenges of technical hiring and deliver candidates who are both skilled and a cultural fit.” – Adriana Barradas, Senior HR Generalist
LASTING IMPACT
By filling this role, the manufacturer was able to:
- Keep automation initiatives moving forward without delay.
- Gain a motivated engineer with a strong trajectory for growth.
- Reduce the risk of turnover by hiring for both skills and culture.
This success story demonstrates how a staffing agency specializing in technical and hard-to-fill roles can provide value beyond traditional job postings.
Kira Jaghama, the Hughes Search Consultant on the project, reflected:
“This was a true marathon search. We connected with 56 candidates, invited 77 to apply, and submitted four strong profiles. Even after a counter-offer setback, we kept pushing until we found the right fit. The client’s trust in our process was key to making this hire successful.”
CONCLUSION
What began as a challenging search turned into a success story thanks to a strategic recruiting process and a focus on long-term fit. The company secured the engineering support it needed, and the candidate found a role that aligned with both their career goals and workplace culture.
Discover exceptional talent with Hughes Recruiting & Consulting.
At Hughes Recruiting & Consulting, we help businesses solve hiring challenges in manufacturing, engineering, and beyond. Our expertise in professional search ensures that even the hardest-to-fill roles find the right match.
Need specialized recruiting solutions for your organization? Reach out to us, let’s build your next success story.
