A Career Path Advocate Designed for Engineers
180 Engineering firmly believes that the search for your next career opportunity should not be an adversarial process filled with stress and uncertainty. Rather than seeing job seekers and hiring organizations as adversaries trying to best one another, we view the process of working to find the right fits for both job seekers and hiring organizations to be a collaborative one.
At each step of the journey, we listen to our candidates’ needs, career goals and life goals. We are never pushy, but do set clear expectations that clearly outline how the process will work. Interview prepping, debriefing, answering questions and listening to concerns are all critical parts of the 180 Engineering process. In the final stages of the interviewing process, we continue to be an advocate, aiding with the negotiation process, answering questions and setting realistic expectations.
The Numbers Tell the Tale
180 Engineering’s Recruiters Make the Difference
180 Engineering’s recruiters are the 180 difference. Rather than taking short-sided approaches, 180 Engineering recruiters work to get to know the needs and the goals of prospective candidates.
George Santos, Senior Search Consultant and Account Manager, has been with 180 Engineering for nearly five years. He shares how he approaches the talent placement and acquisition process.
“My approach revolves about my commitments to my candidates in order to create a win-win for both candidate and client. Specifically, I take the time to understand my candidate’s career path and goals, then I listen more than speak.
For me, recruiting is more than just making sure a person “checks all the boxes” or “matches the keywords,” it’s about creating a candidate experience that is unmatched by other recruiting firms. Finding the right person is just the beginning of the process, as my passion has always been in being a trusted advisor for my candidates. Transparency is a key part of this trusted advisor commitment and I never leave candidates in the dark wondering what’s going on or what happened.
The most fun days are when a candidate has been successfully placed within a great organization. It’s a pretty incredible feeling knowing that I’ve played a part in helping someone make a huge life decision, but the gravity of making a potential job change is never lost on me. This is why I make it a priority throughout the interview process to ensure that the opportunity a candidate is interviewing for is not only satisfying their compensation requirements, but that it is truly what he or she wants for their career growth, lifestyle, family, and any other motivations.
Being the bearer of bad news is not the most fun part of my job as for every one person who fills a role, there are always several others who came close but didn’t quite make it. However, when my candidate doesn’t get the job, it doesn’t mean my work is over. Although it’s never pleasant to be disappointed at the end, resilience is one of our core values and it’s something that I instill in my approach. I always take a moment to reflect on the lessons learned and then I get right back to delivering the same amount energy and enthusiasm to continue to find the right opportunity for that candidate.”
What We Do Best
180 Engineering does not try to be all things to all people. Rather, we are a boutique, service-intensive talent acquisition firm specializing in matching engineering and information technology (IT) talent with opportunities. 70% of the jobs we fill range from executive to junior levels within the engineering product development and manufacturing lifecycle. Our top ten Engineering roles are:
180 Engineering Disciplines:
- Project Management
- Product Management
- Embedded Software Engineering
- Electrical Engineering
- Mechanical Engineering
- Systems Engineering
- Manufacturing Engineering
- Quality Engineering
- Test Engineering
- Sales Engineering
Consistent with our unique ability to place technology talent, we have also developed an excellent network and sourcing capability for placing IT talent. As technology changes, we adapt to the market needs.
The IT roles we fill most often include:
- Network Administrator
- IT Help Desk
- Database Administrator
- IT Project Manager
- Systems Analyst
- Information Security Analyst
- Web Developer
- Network Architect