Begin with the operational problem

Explain why the appointment exists and what needs to change. The priority may be reducing design lead times, improving commissioning, developing an application for a new market, strengthening field coverage or converting technical opportunities into orders. A clear outcome helps distinguish a genuine requirement from a generic list of duties.

  • Reason the vacancy is open
  • Priorities for the first three to six months
  • Measures of a successful appointment
  • People, customers and projects affected by the hire

Set the technical boundaries

Describe the machinery, components, processes and interfaces the person will work with. Separate knowledge that is essential on arrival from experience that can be learned. For example, a strong mechanical designer may be able to learn a new CAD package, while a customer-facing applications role may require immediate knowledge of a regulated process or a specific system type.

  • Products, systems and engineering disciplines
  • Design, applications, manufacturing or service responsibility
  • Relevant standards, safety requirements and documentation
  • Essential experience versus trainable knowledge

Show how the role works in practice

Candidates need more than an organisation chart. Set out the reporting line, decision-making authority, team support and contact with customers, suppliers or production. Include the location, site pattern, travel and working hours clearly, particularly for field, project and commercial positions.

  • Team structure and reporting relationship
  • Office, factory, customer-site and home-working balance
  • Territory, travel and overnight expectations
  • Tools, systems, budget and decision-making authority

Build evidence into the selection process

Agree how each requirement will be assessed before interviews begin. Ask for examples that reveal the candidate's own contribution: a design decision, an installation problem, an operational improvement or a technically complex sale. Any presentation or practical task should mirror the work and remain proportionate to the appointment.

  • Use consistent questions linked to the brief
  • Ask candidates to explain decisions and trade-offs
  • Avoid unnecessary stages or duplicated interviews
  • Share the process, decision makers and likely timetable early