Vetted for the process, not just the CV
Manpower sourcing is the foundation of Surface Tech Industries. We identify, vet and place process engineers, line operators, platers and quality/inspection staff for surface treatment and special process operations — candidates who understand bath chemistry, rectifier operation and defect diagnosis, not generalist industrial staffing. Every placement is briefed on the applicable specification and your production environment before day one.
Talent is placed across aerospace, automotive, fabrication, sheet metal, injection molding, extrusions and surface treatment industries — with shortlists typically presented within 1–3 weeks. It's the same discipline we apply everywhere: the right person, qualified against the actual process requirement, not a resume keyword match.
Manpower & Talent Acquisition →
More than résumés — a partner in building your team
In manufacturing, a wrong hire is expensive: scrap, rework, audit findings, missed deliveries and a line that depends on one overstretched person. Skilled manpower is the single biggest lever on quality, safety and output — more than any machine on the floor. That is why we treat hiring as a partnership, not a transaction.
We come from an industrial background ourselves. We read a drawing, understand a process route, and know the difference between a candidate who has operated a line and one who has only described it. We cover aerospace, automotive, fabrication, sheet metal, injection molding and surface treatment industries — and we stay specific to them rather than recruiting generically.
Roles we fill
- Process and manufacturing engineers
- CMM / OMM programmers and operators
- Quality engineers, staff and inspectors
- Production managers and shift leads
- Chemists, lab analysts and bath controllers
- Aerospace engineers and special-process specialists
- Process excellence, lean and continuous-improvement leads
- Skilled operators and technicians across the shop floor
Teams built to run the plant
Hiring individuals is only half the job — they need a structure that lets them work. We help you decide which roles to hire, in what order, and how they should report.
- Manning plans for new lines, shifts and expansions
- Role definition: responsibilities, authority and skill levels
- Reporting lines across production, quality and maintenance
- Separating quality from production, as audits expect
- Succession cover for single-point-of-failure roles
How we support you
- Role briefs written with your technical team, not for them
- Urgent and ramp-up hiring for new programmes
- Onboarding briefs on specification, process and safety
- Follow-up after joining, so placements stick
- Honest advice when a role needs a different profile
Filtered and screened by people from industry
You receive a short list, not a stack of résumés. Every candidate is assessed against the actual role.
Understand the role
Process, standard, equipment and plant culture are clarified before any search begins.
Search our database
We start with people we already know from years in manufacturing — a strong, industry-specific network.
Technical interview
Interviewers with industrial experience probe process knowledge, instruments, standards and problem-solving.
Verify and shortlist
Experience and references are checked; only candidates who fit the role and plant are presented.
