Hiring the right person is one of the most important decisions a company can make. Whether you’re filling a technical role for the first time or expanding an established team, the process can take time, effort and resources. It’s not always easy to know the best route to take either. Should you manage recruitment in-house or bring in a specialist recruiter? The answer depends on a few key factors, from how niche the role is to how quickly you need someone in place. Here, we’ll break down the pros and cons of each approach to help you make the right call. Hiring Directly: When It Makes Sense If you’ve got the time, tools and talent internally to manage recruitment, hiring directly can work well, particularly for more general roles or when you’re not in a rush. When to consider hiring directly: You have a strong internal HR or talent acquisition team They’re already experienced in managing recruitment campaigns and have a process in place. The role is easy to fill or not time-sensitive If it’s a commonly advertised position and there’s a large candidate pool, managing the process yourself could save on recruitment fees. You have access to a strong talent pipeline Perhaps you’ve had success with referrals or you’re drawing from a well-established internal database. That said, even with the best in-house team, recruitment can be time-consuming. Screening CVs, arranging interviews and negotiating offers all take focus, which can be difficult to manage alongside day-to-day responsibilities. When It’s Time to Bring in a Specialist Recruiter For more technical or hard-to-fill roles, working with a specialist recruiter can make a real difference. With in-depth industry knowledge and access to a network of qualified candidates, recruiters can help streamline the process and improve your chances of securing the right hire. Here’s when working with a specialist makes sense: The role is highly technical or niche Whether you’re hiring a CAD Designer, a Safety Consultant or a Field Service Engineer, a specialist recruiter understands the market and knows what ‘good’ looks like. You need to fill the role quickly Recruiters have access to active and passive candidates you might not reach through job boards. That can save weeks, even months, of sourcing time. You’ve already tried to hire and struggled If a previous campaign didn’t attract the right candidates, a recruiter can help reassess the brief, adjust the messaging and find new avenues to source talent. You need help with market insight or salary benchmarking A good recruiter doesn’t just send CVs. They offer advice on what candidates are looking for, what competitors are offering and how to make your vacancy stand out. The Best of Both Worlds It doesn’t have to be one or the other. Some companies choose to manage more general roles internally and bring in a recruitment partner for more specialist or senior hires. Others work with recruiters on an ongoing basis to keep their pipeline full and reduce pressure on internal teams. Final Thoughts There’s no one-size-fits-all answer when it comes to recruitment. But knowing when to bring in a specialist can save time, reduce stress and ultimately lead to better hires. At Professional Technical, we’ve supported hundreds of companies across engineering, design and manufacturing. If you’re unsure whether now’s the time to bring in extra support, we’re happy to offer advice. No pressure, just honest guidance. Looking for help with a technical hire? Get in touch with our team today to see how we can support your recruitment goals.

Interviews used to be all about ironing your shirt, rehearsing your CV like a Shakespeare monologue and trying not to sweat through your suit. But things have changed. In 2025, interview prep isn’t just about looking sharp and having the right answers—it’s about showing you’ve got the skills, the mindset and the adaptability to hit the ground running. Employers want real-world capability. So, if you’ve got an interview coming up (or want to be ready when one does), here’s what you need to do to stand out in today’s ultra-competitive, skills-driven job market. 1. Know the company like you’ve already worked there We’re not saying you need to stalk their CEO’s dog on Instagram. But you do need to get clued up on: What the company does Where they’re heading Their values, culture and recent projects Why? Because interviews aren’t just about answering questions—they’re about connecting. You can’t do that if you don’t speak their language. Pro tip : Check out their LinkedIn, press releases, Glassdoor reviews and anything they’ve posted recently. 2. Don’t just understand the role—deconstruct it Look at the job description and break it down like an engineer with a schematic: What core skills are they looking for? What tools or platforms do they use? What results are they hoping this hire will deliver? Then, figure out where your experience directly maps to their needs—and where it adds value they didn’t even know they needed. 3. Be ready to talk about your skills (not just your experience) Forget just walking through your CV like it’s storytime. Instead, be ready to show how your skills have delivered impact: “I used AutoCAD to shave 12 hours off a key design process.” “I integrated a new AI tool into the workflow that sped up early-stage prototyping.” This is what employers want to hear: clear, skills-based stories with tangible outcomes. Use the STAR method (Situation, Task, Action, Result) to keep it tight and relevant. 4. Prep for the format (because not every interview is the same) Some interviews are fully virtual, others are face-to-face, and some are a hybrid mix of “Zoom fatigue meets awkward handshake.” Prepare accordingly: For virtual interviews: Test your tech—twice. Choose a clean, quiet, well-lit space. Dress like you’re meeting in person (yes, from the waist down too… just in case). For in-person interviews: Plan your route. Give yourself extra time. Bring printed copies of your CV, a notepad, and any portfolio pieces if relevant. 5. Questions are your secret weapon You know the bit at the end when they ask, “Do you have any questions for us?” This is not a polite formality. This is your chance to flip the script. Ask thoughtful, forward-thinking questions like: “What does success look like in this role after 6 months?” “How does the team integrate new technologies like AI or automation into your process?” “What are the biggest challenges you're hoping the person in this role can solve?”  The Bottom Line Today’s interviews are less about pedigree and more about practicality. Employers want to see: That you’ve done your research That you understand the job That you can apply your skills to deliver results—today, not someday So don’t just prepare to “get through” the interview. Prepare to own it. Got questions or want help getting interview-ready? Reach out. We’ll help you sharpen your story, showcase your strengths, and land the role you’ve been aiming for.