In today’s rapidly evolving coatings, paints, and polymers industry, companies often face critical technical staffing challenges. The most pressing issues typically center around technical expertise gaps when expanding into new markets and limited bandwidth to support growth initiatives. Many organizations find their technical talent becoming a bottleneck for progress, severely limiting their ability to innovate and compete effectively.
No matter how great the market potential, a specialized technical team is mission-critical to attaining share. Without the right technical expertise, companies risk missing crucial innovation opportunities or struggling to meet evolving customer demands. The key to winning lies in both the immediate and long-term talent level within your technical team.
Roles
The technical landscape in our industry continues to evolve significantly, encompassing a wide range of specialized positions. While traditional roles remain crucial, cross-functional or interdisciplinary specializations have also emerged to meet changing industry demands.
Core Technical Positions
At the heart of any coatings or polymers company lies its R&D team. R&D Chemists drive innovation through new product development, while Formulation Chemists create and modify products to meet specific performance criteria. These roles form the backbone of technical advancement within the organization.
Specialized Roles
Applications Chemists – serve as the bridge between laboratory developments and real-world applications. They work closely with customers, translating technical capabilities into practical solutions. Their ability to understand both chemical/technical/formulation requirements and also customer needs makes them invaluable team members.
Plant Chemists – maintain the crucial link between laboratory success and production reality. They ensure that formulations can be manufactured consistently and efficiently, working closely with production teams to optimize processes.
Other key specialized positions include:
- QA/QC Chemists – focusing on quality assurance and manufacturing quality control
- Tech Service Chemists – providing customer support, usually in the field
- Regulatory Chemists – handling compliance, such as raw materials choices
- Senior Chemists & Scientists – leading technical initiatives, often supervising technicians
Hiring Purpose (Discovery)
Understanding why you’re hiring is crucial for success. This discovery phase helps align your recruitment efforts with organizational goals and capabilities.
Technical Expertise Assessment
Before beginning your search, evaluate the specific technical knowledge required. Consider whether you need deep expertise in a particular niche or a broader knowledge of coating principles or structure-property relationships, for example. Some organizations require specialists who can dive deep into specific formulation challenges, while others benefit more from generalists who can adapt to various technical needs. In addition, whether you already have knowledge in house that can be taught, or need someone to bring expertise in a new area, is an important distinction.
Work Environment Considerations
The physical and organizational structure of your company plays a crucial role in determining the type of chemist you should hire. Consider laboratory setup, equipment availability, and team dynamics. While remote work has become more common in many industries, R&D and laboratory work often require physical presence and hands-on involvement.
Role Scope and Support
Think carefully about the scope of responsibilities. Will your new hire need to:
- Handle primary research initiatives
- Manage scale-up processes
- Support commercialization efforts
- Interact directly with customers
- Collaborate with multiple departments
Success in technical roles often depends heavily on available support systems. Your laboratory information management system, testing equipment, and training programs all impact a chemist’s ability to perform effectively. Aligning your requirements with a potential hire’s past experience is essential. For example, potential candidates who have worked for larger companies or in highly equipped, up to date labs typically do not translate well to smaller companies with limited resources or formulation tools such as software. Also: do your chemists do their own experiments or do you use technicians?
Impact of Hire
Organizational Growth
Adding technical talent should directly contribute to your organization’s growth potential. A well-chosen chemist or scientist can enhance your innovation capabilities, improve product quality, and accelerate development timelines.
Team Development
Beyond their individual contributions, consider how new hires will affect team dynamics. Technical teams thrive on collaboration and knowledge sharing. The right hire can elevate the entire team’s capabilities through mentoring and fresh perspectives.
Customer Relationships
Technical staff often play crucial roles in customer relationships, particularly in custom formulation or troubleshooting scenarios. Consider how your new hire will interact with customers and support customer-facing initiatives.
Skills
Understanding the required skill set for technical roles requires looking beyond just educational qualifications. Success in the complex world of coatings and polymers demands a unique combination of technical expertise and practical capabilities.
Technical Foundations
Educational background in relevant chemistry and/or polymer science fields provides the foundation, but industry experience often proves equally valuable. Strong analytical capabilities and laboratory expertise are essential, but these must be balanced with practical problem-solving abilities and industry understanding.
Role-Specific Excellence
Different positions within the organization require distinct skill sets and approaches. Consider how these vary across key roles:
R&D Focus
R&D Chemists need exceptional research methodology expertise and an innovative mindset. They must be able to manage multiple projects while maintaining careful attention to detail. Strong documentation skills ensure their discoveries can be replicated and scaled.
Quality Assurance
Those in QA/QC positions require meticulous attention to detail and strong analytical skills. They must be comfortable with repetitive tasks while maintaining high standards. Written communication becomes crucial as they document findings and maintain quality records.
Technical Service
Technical Service Chemists face unique challenges requiring high emotional intelligence and strong problem-solving abilities. They must:
- Diagnose complex technical issues quickly
- Communicate solutions clearly to customers
- Maintain composure during stressful situations
- Build strong relationships with clients
Tools for Success
Ensuring your technical team has the right tools and support systems is crucial for their success and satisfaction.
Laboratory Infrastructure
Your laboratory setup directly impacts a chemist’s ability to perform effectively. Modern analytical instruments, proper safety equipment, and adequate testing capabilities should be in place before bringing on new technical talent. Consider both current needs and future growth when evaluating your infrastructure.
Information Management
Digital tools play an increasingly important role in technical positions. A robust laboratory information management system (LIMS) helps track projects, maintain records, and ensure consistency. However, tools should enable work rather than create administrative burden. Consider how your systems support:
- Project documentation and tracking
- Formula management and version control
- Quality control procedures
- Regulatory compliance
- Team collaboration
Professional Development
Investment in ongoing learning and development keeps technical staff engaged and current with industry advances. Create clear pathways for growth and advancement within your organization. This might include mentorship programs, conference attendance, or specialized training opportunities.
FAQs
Technical hiring often presents unique challenges. Here’s how to address some common concerns:
We’re a small company without specialized roles. Who should we hire first?
For smaller organizations, start with a talented generalist coatings or polymer chemist who brings broad technical knowledge and strong problem-solving skills. Look for candidates who demonstrate adaptability and excellent communication abilities. They should be comfortable wearing multiple hats while maintaining high standards across different responsibilities.
How do we effectively evaluate technical candidates?
When interviewing chemists and scientists, remember that technical expertise often doesn’t correlate with interview skills. Create opportunities for candidates to demonstrate their knowledge through practical discussions rather than theoretical questions. Consider including technical team members in interviews to assess both knowledge and cultural fit.
How do we handle chemists who undersell themselves?
Technical professionals often focus more on accuracy than self-promotion. During interviews, create an environment where candidates feel comfortable sharing their experiences in detail. Ask specific questions about past projects and challenges they’ve overcome. Look for evidence of problem-solving abilities and technical growth rather than relying on self-assessment.
Conclusion
Successfully hiring chemists and scientists in the coatings, paints, and polymers industry requires careful consideration of multiple factors. Beyond technical expertise, consider how candidates will fit within your organization’s culture and contribute to its growth.
Remember that building a strong technical team is an ongoing process. Take time to evaluate not just immediate needs but long-term potential. The right technical hire can drive innovation, improve product quality, and contribute to sustainable growth.
Most importantly, ensure your organization is prepared to support and develop technical talent. With proper planning and support systems in place, you can build a technical team that drives your company’s success in an increasingly competitive market.
