A Performance Materials Recruiter Can Save Time & Money

The world of performance materials is a cutting edge space. From lighter, stronger materials for transportation to innovative solutions in construction and the sustainability journey across the manufacturing sector, this industry is constantly pushing boundaries.

With such industry- and application-specific innovation drivers, growing companies face a unique challenge: finding specialized talent to meet market demands.

Hiring for these specialized roles requires a deep understanding of the field and the ability to identify candidates with niche expertise – whether direct or relevant transferable knowledge.

This is where a highly-skilled performance materials recruiter can be your secret weapon to find a qualified candidate and deliver the strongest possible ROI to your business.

The Challenges of Finding Top Talent in Performance Materials

Imagine searching for a candidate who not only understands the intricacies of structure-property relationships at the molecular level, but can also envision how the eventual materials will perform in specific real-world applications. That’s the essential level of irreducible complexity when recruiting for performance materials roles.

A staggering 84% of employers in the performance materials industry prioritize specialized skills and experience over general qualifications

Deloitte

These candidates often need a comprehensive understanding of various fundamental material categories like:

• Organic materials
• Polymers
• Composites
• Silica-based materials
• Metal alloy-based materials
• Engineered wood products

Beyond the materials themselves, they must also possess a strong grasp of how these materials are applied and the specific environments they’ll be used in.

To take the challenge one step further, the candidate needs to be able to quickly adapt to your company’s unique specialty and target market, as well as the values, culture, tools and resources that define your business.

This is where a specialized performance materials recruiter like Thomas Brooke can help you find a candidate that meets all the criteria above.

Case Study: Finding the Perfect Fit for a Performance Materials Company

Let’s take a real-world example – not the most complex but a good illustration of how the ideas above plays out in a commercial role. We recently partnered with a European company developing a revolutionary type of performance lumber. This lumber boasted superior water resistance, reduced warping, and improved dimensional stability among other differentiators. The company was looking to enter the North American market, being the largest opportunity for growth. This definitely required someone with a unique skill set and niche-specific knowledge who could also relate well with the entrepreneurial, growth-focused, resource-constrained nature of the company.

The ideal candidate wouldn’t just be a salesperson; they needed a technical background to effectively communicate the unique properties of this lumber. They had to bring materials understanding, engineering knowledge and a solution-focused mindset to the world of projects with multi-stakeholder/influencer/buyer spec-driven sales, while still possessing exceptional direct business development skills since the company was coming from a place of zero market visibility. This niche requirement made finding the right fit a challenge.

Through our extensive network and deep understanding of the performance materials industry, we were able to identify the perfect candidate in time for them to be on board in time for the prime selling season. since the market is so seasonal, this was really important. The candidate possessed the technical knowledge and sales expertise to excel in this role, enabling the company to reach its global growth target for the year and get a solid foothold in the US market, avoiding all the downsides of delayed market entry or a failed launch.

How Employers Can Attract Top Performance Materials Talent

Beyond just recruiting or finding the right person, you need a plan to attract and retain these great employees.

To attract and retain the best minds, the best employers foster a culture that encourages creative thinking and pushes boundaries.

Here are some ways to achieve this:

• Embrace innovation: Create a space where employees can experiment and explore new ideas. Encourage a culture of learning and exploration beyond the immediate top priority commercial projects. Even a small percentage of time allocated in this environment does wonders for morale and productivity.
• Communicate your value proposition: Clearly articulate the company’s mission and how it aligns with the employee’s career goals. Highlight opportunities for growth and development – this does not need to be a formal progression, but a genuine opportunity to expand skills and take on more responsibilities.
• Right-size the job: Avoid the “overqualified” trap. Focus on finding candidates whose skills and experience are a perfect match for the role.
• Offer competitive compensation and benefits: Salaries in performance materials can be competitive. Incentives based on results minimize employer risk and fixed cost, while being an excellent motivator. If cash is tight, we’ve found that extra vacation time, flexible PTO or other creative benefit options are a major plus in candidate decisionmaking. Ensure your total compensation package is attractive to top talent.
• Leverage employee referrals: Your current employees are your best brand ambassadors. Implement a referral program to tap into their networks.

Acknowledging, discussing, and encouraging employee ideas and suggestions goes a long way toward making employees feel valued. Even if you don’t implement an employee’s new idea, recognition is a big deal.

The Role of a Performance Materials Recruiter

I think we have established that finding the right talent in performance materials requires a more than a cookie-cutter approach.

So, what does a good performance materials recruiter bring to the table that actually helps you?

• Deep industry knowledge: They understand the nuances of the performance materials space, the specific roles, and the talent pool.
• Extensive network: They have established relationships with top talent in the field, making it easier to identify and attract candidates even beyond the immediate network.
• Assessment expertise: They can accurately evaluate candidates’ technical skills, experience, and cultural fit.
• Time-saving: Recruiters handle the time-consuming screening and qualifying process, as well as the ongoing nurture of relationships, allowing you to focus on your core business.

By partnering with a specialized performance materials recruiter, you can save time, reduce costly mistakes from bad hires, and most importantly, effectively drive the ongoing success of your business.

Contact us to explore how we can partner with you to find the right candidate for your business. There is no pressure, no pushy sales, just an honest conversation about how we might be able to assist with your search.

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