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How to recruit a permanent manager to lead a team of contractors

Pockets of the engineering industry are dominated by contractors because their skills are scarce, which creates a gap between the demand and the supply. The benefits of contracting are well known and include advantages such as a larger financial reward, variety and complete control over working time such as holidays. However, when it comes to moving up the career ladder being a contractor might not be the best move if you want to take that next step.

Whilst engineering contractors arguably control the relationship at the lower end of the scale, companies demand complete loyalty and dedication once you enter senior management. Except for interim leaders that usually have a limited time in charge, most other leadership roles eventually need a permanent employee to take them on.

So, what tempts a manager to lead a team of contractors?

Let’s face it – they could well be the worst paid person in the room!

Building Winning Teams

Working on a permanent basis means you can create the department you want and see it through to performing because of the longevity in your role. This means you can see projects through from start to finish, building relationships with contractors, suppliers, customers and the Board alike.

Not Just About Money

It also takes an individual who is not driven by money. If you have ever been a contractor before, the draw of the higher salary is incredibly hard to walk away from. Leading a team who are likely to be earning more than you means that any ego should be left at the door.

Get That Promotion

Finally, if you are looking to take that next step up the ladder then being a permanent manager is a better way to get promoted than being a contractor.

We recently found 2 permanent Validation Managers for one of our clients, and they are both managing teams with large numbers of contractors. Although it was challenging, we remained tenacious in our approach, and we were able to find 2 excellent managers with the right skills and motivations. Difficult assignments excite us the most, because they are even more rewarding when they are fulfilled. In the case of these 2 assignments, they were particularly rewarding because they were business-critical 

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