This is a complete example of what arrives in your inbox a few minutes after you submit your job spec. All five deliverables, exactly as you'd receive them.
This role moves from 43 to 74 because salary rises to the movement point, the candidate pool widens, non-essential skills are relaxed, and the interview process becomes faster.
We're looking for a multi-skilled maintenance engineer who's comfortable on high-speed automated lines and wants to join a site that invests in its engineering team. You'll be working 4-on/4-off days and nights on a well-maintained, modern site in Glasgow with a team that knows its kit inside out.
The role is predominantly electrical — fault-finding, PMs, reactive maintenance — but you'll be expected to cover mechanical tasks as part of a multi-skilled team. The environment is fast, the kit is modern, and the team is settled.
If you have strong multi-skilled maintenance experience in any automated manufacturing environment — not just food — we want to hear from you. The site will train the right engineer on the specifics.
Salary: £46,000–£48,000 including shift allowance. Overtime paid separately. This is a permanent role; the site values stability and has a strong record of retaining good engineers.
Multi-skilled maintenance engineers with an electrical bias are in consistent demand across Central Scotland. At £42k, this role is £4–7k below the movement point — the salary at which candidates in stable employment will consider a move. The original spec also listed 9 essential skills where 5 are genuinely required; every unnecessary essential reduces the reachable pool. The as-written role would sit in a market where the median time-live for similar adverts is 41 days before being reposted or edited.
We are looking for an engineer currently employed in automated manufacturing who is frustrated by limited progression, slow maintenance on older kit, or a shift pattern they want to change. The likely motivator is a salary step combined with a well-invested site. We are not looking for an engineer who needs to move — we're looking for one who can be persuaded to.
In priority order: food and FMCG (direct sector match); drinks and packaging (directly transferable environment); pharma and wider automated manufacturing (skills fully transferable, slightly longer settling-in period). These sectors share kit, process, and working culture sufficiently that movement is routine.
Offer range: £46,000–£48,000 inclusive of shift allowance, with overtime paid separately. At this level the role moves from 43 to 74 on the hireability scale and the reachable pool grows from 8–14 to 22–38 active candidates. The additional cost at hire is approximately £4k on salary; the reduction in search time and recruitment fee more than covers this.
Stage 1: 45-minute informal site visit and chat with the engineering manager. Stage 2: Short practical or walk-round if required. Three-stage processes lose candidates at second-interview stage in this market — engineers at this level are typically in two or three processes simultaneously.
| Days | Activity |
|---|---|
| 1–3 | Spec confirmed, advert live, GRW passive outreach begins to mapped candidates |
| 4–10 | First shortlist of 4–6 qualified candidates presented to hiring manager |
| 11–18 | Stage 1 interviews; feedback within 48 hours of each |
| 19–25 | Preferred candidate identified; stage 2 if required; offer |
| 26–30 | Offer accepted; start date confirmed; notice managed |
This role is currently advertised at £42,000. Based on 32 comparable Glasgow adverts tracked over the past 90 days, the movement point for multi-skilled maintenance engineers in automated manufacturing is £46,000–£48,000 inclusive of shift allowance. At £42k, the role sits £4–7k below the threshold at which engineers in stable employment will consider a move. This is the single largest factor in the score gap.
The additional payroll cost to move to £46k is approximately £4,000 per year per hire. The reduction in search time alone — measured against median time-to-shortlist at current spec — will recover that cost in the first three months of employment.
This does not mean lowering the bar. It means removing filters that block good engineers before we've even spoken to them. The five essential skills in the revised spec are all genuinely required on day one. The four we've moved to "useful" are things a good engineer can develop on site — or already has from a slightly different sector.
These changes are the minimum required to move the role from 43 to 74. Each one has been ranked by impact. AI improves the process. Recruiter judgement still makes the hire — Bruce will review every candidate before they're presented to you.
Your role becomes easier to fill if it moves into the green zone — and we pass that efficiency back to you. This is hireability-based pricing: improve the role, reduce the fee.
Applies when the recommended changes are agreed before search commencement. This is search-effort pricing: the fee reflects the actual work required, not the market rate for your role. It is effort-based and transparent — not surge pricing or dynamic pricing. Fee confirmed in writing by Bruce before any search begins.
Two ready-to-use messages for reaching engineers who are currently employed and not actively looking. Written to be direct, specific, and human — not a template blast.
These messages are for GRW use in direct outreach. They are not for posting on job boards. All candidate contact is made with the engineer's interests in mind — we do not pursue candidates who are not interested, and we never share candidate details with clients without explicit consent.
The prompt below is pre-engineered to produce all five GRW deliverables from any engineering job spec you paste into it. It's calibrated for UK English, Scottish labour market context, and GRW's approach: AI improves the process, recruiter judgement makes the hire.
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