The challenge
A specialist fire sprinkler company wanted to reduce their reliance on subcontractors, who were proving costly, inconsistent, and often delivered poor quality work.
Starting with a team of just five, they needed to:
- Recruit experienced engineers to handle urgent projects and planned maintenance.
- Create a training academy to bring in entry-level talent and grow them internally.
- Develop a screening process to identify potential in candidates with limited CV experience.
They faced two major hurdles: competing with larger firms offering higher salaries for experienced hires and dealing with hundreds of entry-level applications without a reliable way to screen them effectively.
GR solution
GR developed a structured recruitment and onboarding process to support their scaling ambitions:
- Targeted outreach to attract experienced engineers willing to move for the right culture and development opportunities.
- Creation of a screening assessment and interview matrix to evaluate soft skills, reliability, and trainability in entry-level candidates.
- Support in designing an induction and onboarding programme to fast-track new hires into productive roles.
We also advised on workforce planning to balance immediate project demands with long-term growth.
Outcome
Two years later, the company has grown from 5 to 17 engineers, with a balanced team of senior and trainee staff.
This in-house team has:
- Reduced reliance on external subcontractors
- Improved quality and consistency of service delivery
- Created a clear career pathway for new recruits
The business is now positioned for continued growth, with a sustainable talent pipeline built from the ground up.
