Functions & Roles
Emerging markets, declining economies and technology are some of the factors with serious impact in engineering jobs. The demand is focused on candidates who just not possess only technical skills, but they are business oriented, multitasking, agile, flexible and dedicated to continuous learning, familiar with advance technology, with good communication skills and leadership ability. This leads to scarcity of talent, although large supply of candidates.
Modern leaders in the function must have more than just technical skills and knowledge. Business management, performance measurement and improvement, organizational governance, risk and opportunity management, commercial and financial understanding, systems thinking , assuring corporate social responsibility,
safety, security and business continuity are the major competences they should have in order to perform with excellence.
PfB Knowledge and Expertise
In PfB, we support you to allocate, attract, retain and develop the best fit talent, the engineers that will lead your business to the next step. With a large network, access to talent pools and proven experience in these roles, we can help you from defining the profile matching your business needs to the effective integration of a new hiring, based on your competency model. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.
When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of engineering executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.
Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.
Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before.
Working with a large number of companies in different functions and business sectors, of different size, culture and profile, we have a deep expertise in the following roles:
Senior Aerospace Engineer
Senior Mechanical Engineer
Senior Electrical Engineer
Senior Automation Engineer
Senior Mining Engineer
Senior Naval Engineer
Senior Mold Engineer