Job description review for plant roles
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Send the posting or draft. We check whether it describes the real job and the people who could do it.
Request a job description review
- Responsibilities, scale and authority against the title
- Requirements that exclude qualified people
- Missing process, equipment or shift detail
- Wording that exposes a confidential search
No upfront fee. You pay only if you hire. Sending this does not commit you to a search.
Questions before you send it
What do you look at in a job description?
Whether the responsibilities, scale, equipment and authority match the title, and whether the requirements screen out the people who could actually do the work.
Do I need a finished document?
No: A draft or an old posting is enough. Paste the key points into the notes.
Will you change the role?
We point out gaps and trade-offs. You decide what to keep.
Does a review commit me to a search?
No: It is a standalone read.
How we work
From your opening to your next hire
Tell us who you need
Tell us about the job, your plant and the experience you need, including the location, shift and pay.
We find and contact people
We look for people with relevant experience, including those not applying, and talk with them about the job and why they might move.
You meet strong candidates
You get a short list and a written summary of each person's experience, interest and practical requirements, with questions worth discussing.
We help you complete the hire
We help arrange interviews, share feedback and work through the offer and start, while you choose who to hire.
Questions employers ask
When do you pay a recruiting fee?
No upfront fee. You pay only if you hire. We agree the fee basis and payment terms in writing before starting. Sending the form does not commit you to a search.
How long does it take to see a short list?
It depends on the job, location and people available. We discuss next steps after learning about your opening, rather than promising a date before we know the job.
How do you handle counteroffers?
We ask why candidates want to move and what could change their minds. We keep that conversation going through interviews and the offer.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not supply high-volume general labor or bill hourly for a standard permanent search. Retainers are not the default. Any different arrangement must be agreed in writing.
Read the contingency fee terms · Review Job description review for plant roles
Send us your job description for a free review. We look at whether the work and requirements are clear, and flag wording that may put suitable people off.
A useful description separates what the person must already know from what the plant can teach. List the process and equipment requirements that genuinely change the hiring test. Do not turn every preferred system into a hard exclusion. Explain who makes decisions and what the person can change after joining.
Shift and plant location belong near the work, not as a surprise after an interview. Say whether the role is local, involves relocation or requires travel. If the job combines maintenance coverage, process ownership and crew supervision, check whether one person can reasonably handle the stated responsibilities.
Keep the upload focused on the opening. Remove private records about the incumbent and confidential material that is not needed to understand the job. A review request does not create exclusivity or agree a recruiting fee. If your team wants a search after the discussion, we set out the separate engagement in writing.
Compare the actual position responsibilities · Discuss the search process