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1. What is your role, and how long have you been in this area of work?Role: Multiskilled Maintenance Engineer Experience: A lifetime of hands-on experience. Began his journey as a child, working alongside his father, a fisherman, from the age of eight. He earned pocket money and developed a "do-it-yourself" attitude. Gained practical experience repairing boats with his brother during childhood. After leaving the army, he returned to assist his father, focusing on fixing and maintaining equipment. Completed both mechanical and electrical apprenticeships while working for his father. ​2. What does a typical day look like in your role?Working Hours: Starts at 6 AM and typically finishes at 2 PM but stays longer if necessary to complete tasks. Daily Tasks:Organising and ticking off a to-do list. Ordering necessary resources. Setting up Planned Preventative Maintenance (PPM) systems. Recently completed HACCP Level 2. Current Work: Primarily preventative maintenance as production is temporarily paused. The focus will shift to supporting greenhouse operations before production resumes in February or March. Responsibilities: Free rein to manage day-to-day operations and ensure all systems run smoothly. ​3. What skills, qualifications, or experience are essential for someone in your position?Skills: Expertise in electrical and mechanical systems, welding, fabricating, plumbing, and carpentry—an all-rounder approach.Qualifications: HNC in Mechanical Engineering. Minimum of 16th Edition Electrical qualification. Experience: Extensive hands-on experience, especially in food manufacturing. Familiarity with industry-specific practices, like the "blue pen rule" (all cable ties and writing tools in food production are blue for easy visibility). ​4. What are the biggest challenges you face in your job?Resource Management: Ordering the correct parts and resources to meet unique needs. Workplace Challenges:Operatives not following instructions, which can lead to major equipment damage. Untrained staff interfering with machinery, creating additional work for engineers. ​5. What do you enjoy most about your job?Problem-Solving: Loves the challenge of diagnosing and resolving technical issues, figuring out solutions, and gathering the necessary materials. Team Building: Enjoys helping others, mentoring team members, and fostering a collaborative environment. Team Dynamics: Thrives on building rapport and working with colleagues, bouncing ideas off each other. ​6. What are the career opportunities in Engineering?Opportunities: Engineering offers diverse pathways, including mechanical, electrical, programming, controls, civil, and software engineering. Challenges in Progression: Youngsters are less inclined to pursue engineering careers. Internal progression is rare, as engineers often lack managerial experience due to being "on the tools" and not involved in administrative tasks. Companies frequently hire external candidates for management roles to avoid losing skilled engineers from the shop floor. ​​

​In the fresh produce and food manufacturing industries, Maintenance and Engineering Managers are facing a question that’s becoming more and more common: is it worth staying in management, or is it time to get back on the tools? With the growing demand for shift engineers and salaries climbing to unprecedented levels, it’s no surprise that many are re-evaluating their career paths. Let’s dive into why some are making the leap back to hands-on roles—and why others still find value in sticking with management. The Case for Returning to the ToolsFor many engineers, the allure of returning to practical, hands-on work is strong—and here’s why: 1. Less Stress: Let’s face it: management comes with its fair share of headaches. From juggling production targets to handling HR issues, the stress can pile up fast. A hands-on role offers a reprieve from the constant demands of leading a team. 2. Better Pay: In today’s market, shift engineers—especially those with specialist skills—are earning top-tier salaries. In some cases, they’re even outpacing their managers. The financial incentive alone is enough to make many reconsider their current positions. 3. Improved Work-Life Balance: Shift work often provides more predictable schedules, making it easier to manage life outside of work. For managers constantly “on call,” this stability can be incredibly appealing. 4. Hands-On Work: Most engineers didn’t start their careers dreaming of endless meetings and paperwork. They’re problem solvers at heart, and being back on the tools allows them to stay connected to the work they’re passionate about. 5. Less Politics: No more navigating office politics, red tape, or endless decision-making processes. For many, the simplicity of focusing on the job at hand is a welcome change. 6. Freedom from HR Hassles: Managing a team means being responsible for hiring, performance reviews, and disciplinary actions. Stepping away from these responsibilities can feel like a breath of fresh air. Why Management Still MattersWhile the pull of hands-on work is undeniable, there are significant rewards for those who choose to stay in management. Here’s what makes the role worthwhile: 1. Making a Real Difference: As a manager, you’re not just reacting to problems—you’re shaping the future. From streamlining processes to setting strategic goals, your decisions have a lasting impact on the organisation. 2. Guiding the Next Generation: Leadership offers the chance to mentor and develop the next wave of engineers. Watching your team grow and succeed can be one of the most fulfilling aspects of the role. 3. Career Advancement: Management roles open doors to new opportunities and career paths. If you’re thinking long-term, staying in a leadership position keeps you on the ladder to senior roles and broader responsibilities. 4. Having a Say: Managers are involved in key decisions that shape the business. Having a seat at the table allows you to influence how things run and to drive meaningful change. 5. Variety and Challenge: Management isn’t just about admin. It’s about tackling new challenges every day, from solving unexpected issues to keeping your team motivated and focused. The role’s dynamic nature keeps things interesting. 6. Leaving a legacy: Unlike hands-on work, management lets you build something that lasts. Whether it’s a high-performing team, improved systems, or a strong workplace culture, your contributions leave a lasting mark. The Bottom LineBoth paths—returning to the tools and staying in management—have their pros and cons. What matters most is understanding what you value in your career and where you see yourself making the greatest impact. For those who love problem-solving and staying hands-on, the tools might be calling. But if you’re driven by the chance to lead, influence, and build a legacy, management still has plenty to offer. Whatever path you choose, the engineering landscape in fresh produce and food manufacturing is full of opportunities. Whether you’re in the trenches or the boardroom, there’s no denying the critical role you play in keeping the industry moving forward. ​​

​It can be daunting trying to navigate the gaps between each stage of the recruitment process, whether you are a client or a candidate! That’s why our Horticulture team wanted to break down the key stages of our recruitment process, providing some helpful tips and typical timeframes along the way. We understand that each hiring process differs slightly, so there may be times where stages could be extended due to a variety of circumstances such as holiday and training, or indeed these stages could be shortened! See below our roadmap, highlighting the stages from job posting and cv collection, to interviews, offering and acceptance. ​1. Job Posting & CV Collection (2 Weeks)Once we’ve crafted a job posting tailored to the role and company, we distribute it across the right platforms (specialist and generalist). This is done as soon as we are able to take a thorough job brief. It usually takes one to two weeks to collate a strong pool of applications. The time frame allows for proper exposure to active passive job seekers.  During this time we will be contacting our internal network, discussing the role with suitable candidates and gaining permission from candidates to submit their applications. We carefully review CVs and conduct in-depth screening calls to evaluate technical expertise and cultural fit. This phase can take up to a week, depending on the number of applicants and the complexity of the role. Factors influencing this stage:- Niche roles or remote locations may take longer to attract candidates.- Broader roles might see an influx of CVs within days.- Candidate's timeframes, it may take a few days to get a call booked with a candidate.  2. Interview Booking & Preparation (1 Week)Once we have a shortlist, we make introductions to gather initial feedback. We coordinate interviews with the employer and candidates. Scheduling can be a logistical challenge, especially when dealing with busy calendars, but we aim to finalise dates within a week.  We also use this time to prepare candidates, equipping them with insights about the company and role to help them perform at their best. At this point, we also obtain 2 references from the candidates. Potential delays:Scheduling conflicts can stretch this phase, but we always encourage flexibility on both sides to keep things moving.  3. Interviews (2-3 Weeks)The interview stage typically involves multiple rounds. Initial interviews often happen within a week, and we look to get feedback from both candidates and employers within 24 hours. However, depending on the amount of candidates to interview, and employers needing time to review each candidate, it can take up to 10 days to organise the next steps.Candidates also need as much notice as possible for a site visit, which is typically second stage.Quick wins: For urgent roles, we recommend consolidating interviews into fewer stages and lengthier site visits, which can shave a week off the timeline.​4. Feedback (2-3 Days)After final interviews, we aim to collect and deliver feedback within 48 hours. Timely feedback is critical to maintaining engagement with top candidates and keeping the process on track. Whilst it can take longer than 48 hours to make a decision, being able to give feedback quickly and update candidates on realistic timelines helps immensely.  Challenge: Employers with internal decision-making processes might take longer, but we always stress the importance of prompt communication and respect for the candidate's journey. 5. Offer & Acceptance (1 Week)When it’s time to make an offer, we facilitate presenting the offer, negotiations and final agreements. This process can be wrapped up in a few days if both parties are aligned, though some negotiations may extend this phase to a week.  Once the candidate accepts, we assist with setting a start date and getting notices handed in. We provide support every step of the way.​Please get in touch with the team, whether you are a client or a candidate, to discuss how we can help!01780 480 530 | emily@morepeople.co.uk | sarah@morepeople.co.uk | kieran@morepeople.co.uk​​

​​Name: Adam SteelsRole: Recruitment ConsultantJoined MorePeople: October 2024​​​​​​1.Describe your job in three words: Social, fun, different2.What’s the coolest thing you’re working on right now? A Specification Technologist Position3.Which famous person would you love to meet? Roy Keane4.Favourite drink? Water5.Best holiday destination so far? Florida...6.What are you currently reading? Brian Clough's Autobiography7.Current favourite song? Just Like Heaven, The Cure8.If you weren’t a recruiter, what would you be? A Performance Analyst9.If you had to watch only one TV show over and over forever, which one would it be? Suits10.What’s your biggest claim to fame? I don't have one!11.Where were you born? Peterborough12.What’s your proudest moment? Graduating from University13.Dogs or Cats? Dogs14.Which football team do you support? Nottingham Forest15.What skill do you wish you possess? Public Speaking16.What’s your guilty pleasure? Milkshakes17.What did you want to be when you were a kid? A footballer18.What three things are you taking to a deserted island? A ball, goal posts and a goal keeper!19.Do you have any phobia? Nope20.Where are you next going on holiday? Caribbean21.What’s your least favourite household chore? Emptying the dishwasher22.Describe MorePeople in three words: friendly, professional and experts23.What do you love most about your sector? The variation from role to role24.Who inspires you? My parents25.What is the worst job you ever had? None​​​

​​Name: Charlotte TrayersRole: Executive AssistantJoined MorePeople: September 2024​​​​​​​1.Describe your job in three words: Varied, Proactive, Supportive2.What’s the coolest thing you’re working on right now? I am in the process of developing a comprehensive information pack for each consultant for 2024, designed to support and enhance their achievements as they progress into 2025. 3.Which famous person would you love to meet? Taylor Swift 4.Favourite drink? Pepsi Max (but when I drank alcohol it would have been a pink gin and lemonade!)5.Best holiday destination so far? Japan! Travelled to Tokyo, Kyoto, Osaka and Nara 6.What are you currently reading? Verity, Colleen Hoover7.Current favourite song? I Can Do It With a Broken Heart, Taylor Swift8.If you weren’t an Executive Assistant, what would you be? A Wedding Planner9.If you had to watch only one TV show over and over forever, which one would it be? Friends or the Walking Dead10.What’s your biggest claim to fame? Meeting Judy Dench and Michel Roux at a restaurant where I used to work11.Where were you born? Croydon12.What’s your proudest moment? Purchasing my first home 13.Dogs or Cats? DOGS! 14.Which football team do you support? Manchester City (my dad is Mancunian, there was no other option!!)15.What skill do you wish you possess? I would love to speak another language, probably Spanish16.What’s your guilty pleasure? A true crime documentary with some white chocolate 17.What did you want to be when you were a kid? Crime Scene Investigator18.What three things are you taking to a deserted island? My partner, kindle and suncream (gingers don’t fare well in sunshine!)19.Do you have any phobia? The dentist20.Where are you next going on holiday? No where.. I have a wedding / honeymoon to save for!21.What’s your least favourite household chore? Hoovering 22.Describe MorePeople in three words: Innovative, rewarding and empowering23.What do you love most about your sector? The recruitment world is new to me, but I love the atmosphere and camaraderie with the team.24.Who inspires you? My partner!25.What is the worst job you ever had? DeputyHotel Manager (although it taught me a lot about resilience and patience!)  

​This September, Recruitment Consultant Rae, who specialises in commercial roles for the garden suppliers, Horticulture and Agricultural industries, was invited to New Leaf Plants Nursery. Rae hosted a discussion about recruitment needs and succession planning within this specialist sector. Whilst touring the nursery, she was able to network with a mixture of horticulture growers and garden centre professionals to not only discuss her insight from the recruitment perspective, but also to hear some of the industry challenges and gaps from the professionals. This was a crucial experience for Rae, allowing her to plant herself (no pun intended) within the sector she recruits for, to gain even more industry insight to help her clients and candidates!We caught up with Rae to find out how her visit to New Leaf Plants went and what insight she gained."Public speaking is something I haven’t done much of in my career so I thought it would be good to get out of my comfort zone. It helped that is was more of a discussion rather than me on stage giving a speech. I did it because it is important that the businesses that I recruit for understand that while I may not be a horticulture expert, I am an expert at recruiting for the horticulture industry. Another reason I did it was to hear and understand the issues in recruitment and retention that the industry is having. Getting the opportunity to sit in a room with businesses that I work with and hear what issues they are all facing helps me do my job better and provide them with people who are relevant to their business".Next StepsWhether you are a client considering your hiring options, or a candidate thinking about their next career move, get in touch with Rae to discuss your next steps!You can reach her below or by clicking here.Rae Goss | ​Rae@morepeople.co.uk | 07483 110 764 ​​