The client — A stock market listed multi-site food producer


Having built a successful working relationship with the client since 2014, Chris was approached by a department manager who presented both hiring and onboarding challenges within a brand-new automated facility. Due to the complexity of the roles Chris was asked to provide them with his consultancy expertise in setting out a bespoke recruitment strategy.

Consultancy Approach:

  • Set up a meeting with the Group Engineering Manager – we investigated the issues around staff retention in the department and surveyed staff to understand why are they losing capable engineers.
  • In a follow up meeting we presented our findings explaining that the role was not technically challenging enough for the calibre and mind-set of the engineers that they were trying to employ and retain, and that salary alone was not enough.
  • The client was receptive to this feedback and developed aspects of the role to meet this technical need, including a review of PPM, more project and installation work and taking in less experienced staff with an equipment specific training programme.


  • Agreed for them to look at semi-skilled engineers/ maybe engineers who want to get their foot in the door in manufacturing, rather than engineers that can ‘hit the ground running’.
  • We created a training/ development plan for 3/6/9 months with pathway monitoring so engineers can see where they are and the client can ensure the engineers are on the right path, with mandatory and optional training elements.
  • We updated the client’s interview format – created a presentation to outline the expectations of the role and the training/development involved. This meant the interview process became more transparent – setting expectations and likely time frames of how long it will take to achieve set objectives levels and subsequent pay increases.
  • We placed 6 engineers in the initial phase and Chris at Hunter is now the trusted recruiter for the whole of the business across all engineering and Manufacturing professional roles.
  • Improved retention rates and morale have given the business confidence to invest in new technology in the Engineering division and have ambitious plans for continued growth.