Each candidate goes through practical tests linked to standards (UNECE/ISO/IEC/EN, DO-178C/254, ISO 26262/SOTIF, EN 17025, etc.). This way you validate “they know and can do it”, not just “they say they know”.
Recruitment Services
- Technical assessments.
- Global profile search.
- Evidence-based hiring
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Recruitment services value proposition
Objective: help you hire “project-ready” engineers while reducing risk and timelines, using real technical evidence (not just interviews).
How we achieve it
(EU/AMER/MENA/APAC): international sourcing + visa guidance, degree validation, and compatibility with sector-specific regulations.
Example: Instead of a “general interview”, a high-speed PCB candidate designs a minimum viable stack-up with return-path management and proposes EMC mitigations. You see their real engineering judgement.
Example: Instead of a “general interview”, a high-speed PCB candidate designs a minimum viable stack-up with return-path management and proposes EMC mitigations. You see their real judgement.
Service models
Contingency (success-fee / pay-on-success)
Pay only if you hire. A good option for a small number of vacancies or a first collaboration.
Retained / partial RPO
Priority search plus a continuous pipeline for role families (e.g., 8–15 SDV/ADAS roles). Speeds up higher-volume hiring.
Talent-as-a-Service (TaaS)
A monthly hours package for sourcing, screening, and onboarding. Flexible for peak periods without expanding your internal HR team.
Interim & fractional
Interim or part-time directors/architects to accelerate projects or build a technical team.
Recommendation
If you have more than 5 similar vacancies over 3–6 months, use Retained or TaaS.
Types of profiles
Dynamics, aero/CFD, EV/H₂ powertrain, ECU/control, SDV/ADAS, homologation/UNECE.
Example: An ADAS engineer who adapts SOTIF to scenario-based testing and integrates coverage KPIs.
ADMS/DMS, HVDC/FACTS, grid-forming BESS, grid codes, OT cyber security.
Example: An HVDC specialist who tunes VSC control for voltage stability with thermal derating.
High-speed PCBs, SiC/GaN, RTOS/AUTOSAR, EMC/EMI, IoT/TSN.
Example: A SiC gate-drive designer with dv/dt analysis and a layout hardened against common-mode noise.
PLC/DCS/SCADA, AMR/SLAM, 3D vision, mechatronics, MPC.
Example: A vision engineer who implements 3D calibration and in-line GD&T tolerances.
MLOps, time series, OR/MILP, digital twins, HPC.
Example: A data/OR specialist who formulates a MILP for routing and runs it in production with drift monitoring.
EN 9100, EN 17025, ISO 26262/SOTIF, IEC 61508, EN 50126/8/9.
Example: A RAMS engineer who delivers a traceable safety case with verification and validation.
UNECE/NCAP, DO-178C/254, IAEA/Euratom, IMO/IGF, export controls.
Example: A homologation specialist who builds the UNECE dossier and manages CoP.
UNECE/NCAP, DO-178C/254, IAEA/Euratom, IMO/IGF, export controls.
Example: A type-approval specialist who builds the UNECE dossier and manages Conformity of Production (CoP).
MBSE/SysML, programme management, SDV product management, test management.
Example: A Systems Engineer who maps requirements ↔ architecture ↔ V&V in SysML.
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Service models
Design and systems
HARA/FTA/FMEA, safety case, MBSE/SysML with requirements ↔ test traceability. Value: avoids a “slide culture”; demonstrates traceable engineering.
Electronics/EMC/power electronics
High-speed PCB, SerDes/DDR, DfEMC, SiC/GaN gate drive, thermal path. Value: you see whether the candidate prevents noise and loss issues and meets limits.
Software/SDV/ADAS
RTOS/AUTOSAR, diagnostics, scheduling, perception → planning → control, SOTIF pitfalls. Value: you verify real-time performance and functional safety.
Data/IA/Simulation
Time series, root cause, data contracts, MLOps (CI/CD/CV, drift). Value: filters out “toy” CVs and validates production readiness.
Energy / grids
State estimation, FLISR, DERMS, HVDC/FACTS (stability/derating). Value: ensures operational judgement, not just “happy-path simulations”.
Testing / quality
EN 17025 mindset, uncertainty, traceability, EMC pre-compliance. Value: protects against non-conformities and audit failures.
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Process and timelines
“Must / should / nice-to-have” requirements, target standards, role deliverables, tech stack, location/visa, salary range.
We define K.O. criteria (automatic disqualifiers) and pipeline diversity criteria.
We search within SEIUM talent pool + open market.
We create a longlist with technical signals (papers, commits, patents, tests).
60–90 minute screening by SMEs (subject-matter experts).
Practical test: a small, realistic task (e.g., DoE for track set-up, LV/MV state estimation, layout with return-path management, an MLOps pipeline with drift monitoring).
Standards case: “translate a standard → a design decision” (e.g., UNECE R10/R100, ISO 26262, EN 17025).
3–5 candidates with comparable scorecards and a portfolio (code/prototypes/redlines), plus references.
Agenda, competency-based guiding questions, comparative debrief, and risk flags (export/GDPR/cultural compatibility).
Negotiation, job crafting (role tailoring), technical mentor (optional), and 90-day goals with measurable deliverables.
Reference SLA: shortlist in 10–15 business days (roles requiring clearance or very rare profiles may take longer).
Deliverables per vacancy
- Job scorecard: role mission, “must/should/nice” competencies, KPIs, and 90-day deliverables.
- Shortlist with a competency matrix and technical evidence (test + review).
- Interview guides (technical and behavioural) + rubrics.
- Risk report: privacy/GDPR, export controls (if applicable), conflicts of interest.
- 90-day onboarding plan: milestones, mentor (optional), and early wins.
Quality, diversity and compliance
- Diversity and equality: inclusive language, balanced shortlists, and bias reduction in tests.
- Privacy (GDPR): consent, data minimisation, short retention, audit log, limited access.
- Export controls: nationality/end-use screening when the role involves ITAR/EAR/dual-use; need-to-know and segregated repositories.
- SEIUM ethics: we do not participate in processes that contravene IHL or legal frameworks.
- Debrief session and actions (mitigation engineering, DfX, a new campaign if needed).
KPIs (what we measure with you)
- Time-to-shortlist and time-to-offer.
- Offer acceptance rate.
- Time-to-productivity (TTP) in the role.
- 6/12-month retention and quality of hire (hiring manager feedback).
- Pipeline diversity and satisfaction (technical NPS).
- Objective: reduce time, increase quality, and improve retention.
Engagement models and collaboration frameworks
FAQs (clear answers)
Yes. We tailor assessments. If there is sensitive data, we use redaction/anonymisation or synthetic data.
Yes. We tailor assessments. If there is sensitive data, we use redaction/anonymisation or synthetic data.
Yes. We customise assessments. If there is sensitive data, we use redaction/anonymisation or synthetic data.
NDA, least-privilege access, segregated repositories, short retention, and access logging.
Next steps (so the user knows what to do now)
- Next steps (so the user knows what to do now)
- Receive an assessment plan, timeline, and commercial proposal.
- Shortlist in 10–15 days with scorecards and evidence.