Kelly Services UK is now proudly part of Gi Group, one of the world’s largest and most forward-thinking HR and recruitment specialists.

Engineering & EV Recruitment

You charge the future. We plug in the talent.

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Engineering & EV Recruitment

You charge the future.

We plug in the talent.

GET IN TOUCH

Connecting Engineering & EV talent to build towards a carbon neutral 2050.

How can we support you


Kelly Engineering & EV, a dedicated business unit, specialises in delivering tailored recruitment solutions to meet the unique needs of the Engineering & EV industry. Experts hiring experts to build a cleaner future. 

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Unlock Top

Talent

Partnering with Kelly Engineering & EV grants you access to the best candidates. We offer exceptional service, recruitment expertise and industry knowledge.

Navigating the Talent Landscape

Struggling to find the right talent? Don’t let talent gaps hinder your progress. We bridge the skills divide and drive innovation in Engineering & EV.

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Technology

We reach a broader network of candidates through proactive sourcing strategies powered by the latest technologies and AI.

Elevating Recruitment Excellence

With market insights and a personalised approach, we deliver exceptional recruitment performance, boasting above-market-average time to hire and candidate acceptance rates. 

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Legislations

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We have dedicated implementation, compliance and governance teams, working closely with IT professionals and legal experts acting as your silent guardians.

Ready to elevate your engineering & EV recruitment? 

Get in touch with our experts today!

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6/7

Of the UK's major OEMS are supported by us

10,500

Candidates are placed by us every year

43 years

Of engineering recruitment experience

11mins

Before another engineer is placed

Solutions


recruitment solutions
  • Permanent Placement

    With a deep understanding of the industry's unique requirements and a vast network of qualified professionals, we match the right candidates with the right positions. From thorough assessments and targeted sourcing strategies to rigorous screening and seamless onboarding, we provide end-to-end support, ensuring our clients secure the best talent to drive their success in the dynamic field of engineering & EV.

  • Temporary and Contracting Staffing

    We handle the entire process, from candidate selection and placement to payroll administration and ongoing support. Our goal is to provide seamless temporary and contracting staffing solutions that meet our clients' specific requirements, allowing them to flexibly scale their workforce and complete critical projects in the engineering & EV industry. 

  • Independent Contracting

    We take pride in attracting top independent contracting talent in the engineering & EV industry. Through targeted advertising, referrals, and direct sourcing, we reach a wide range of highly skilled professionals who have chosen to work independently. We thoroughly assess their technical skills, industry knowledge, and track record to ensure they can deliver the required results.

  • Project-Based Workforce Solutions

    Our project-based workforce solution begins with a thorough assessment of our clients' project requirements, including the desired skill sets, experience levels, and project duration. We work closely with clients to understand their goals, budget, and timeline, enabling us to create a customized workforce plan.

Interested in other solutions?

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Our clients say about us


"Kelly Engineering were attentive, detailed, friendly, professional and persistent, and lined up 100% good candidates for consideration. Without their help the recruitment would have been really hard. I would have no hesitation in recommending Kelly."

Alastair Gordon
Director, Samuel Taylor Ltd

"I changed to an alternative recruitment agency recently to fill a vacancy. You know what it’s like will they be as good etc.? ​

Well, I wish I had changed to Kelly Services years ago. ​

The service was fantastic, with regular updates on how things were going. There's no hesitation in using them again if and when I recruit in the future. ​
So, if you are looking for a good, reliable recruitment agency to fill your vacancies, give Kelly Services a go - they are brilliant!

Managing Director

Manufacturing Company

Areas of Expertise


Engineering

  • Design

  • Development

  • Prototyping

  • Project Management

  • Procurement

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lab technician
lab technician

EV & Automotive

  • Battery Cell Design & Development

  • Electrical & Electronic Design

  • PCB

  • Design Engineers

  • Homologation Engineers

  • Powertrain Development

  • Charge Point Installation and Project Management

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lab technician

Support Functions

  • Marketing

  • Sales Administration

  • Human Resources

  • Accounting/Finance

  • IT

  • Occupational Health

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lab technician
lab technician

Manufacturing & Production

  • HSE

  • Mechanical & Electrical Maintenance

  • Process Engineers

  • Production Managers

  • Automation Engineers

  • Production Engineers

  • Manufacturing Engineers

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support functions

Our Sectors


AUTOMOTIVE & EV

AUTOMOTIVE & EV

Manufacturing

MANUFACTURING

Production

PRODUCTION

ELECTRONICS

AEROSPACE & DEFENCE

INDUSTRIAL AUTOMATION

AUTOMOTIVE & EV

MANUFACTURING

Case Studies


STRYKER

BOSTON SCIENTIFIC

VATTENFALL

SEM ENERGY
SEM ENERGY

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What's Happening


08 Mar, 2023
As I begin to put fingers to keyboard, a glint of light streams through my window hitting my mirror in a way that creates this beautiful circle of colour on the opposite wall. It makes me think about when we would make kaleidoscopes as children out of toilet paper rolls. My mum would say, “What a curious child… She gets her hands into everything!”. From the relentless questions mimicking that of a detective… to the ‘I’m warning you!’, moments shortly before Olympiad diving sessions in backyard puddles, when did this curiosity escape me? Or has it? I recently thought about how different my life could be if I followed my childhood love for math and scientific exploration. Thoughts melted into questions… Why didn’t I? I thought about how great it would be to speak to women who have. As I type in a race with the fading sunset light, part of me wants to scream about unequal pay and the lack of female leadership in STEM I have been reading about… but that is not the purpose of this article. To better understand the female role in STEM, I caught up with two trailblazers in the industry: Management and Ultrasonic Chemical consultant, Roxanne Shank in Alberta, Canada and Samira Kaissi, consultant for Venture Capitals and MedTech startups in Limerick, Ireland. Listening to real women in STEM has helped me realise that shouting will not fix issues that require systemic change. Roxanne explained to me the years it took her to ‘break into upper-level meetings’ while Samira mentioned the impact of ‘missed opportunities when you don’t get more females in science’. Upon discussion with these women, it seems clear to me that there is a lack of understanding as to what the barriers to entry are for women in STEM. Samira justifies this, ‘Do women not want to do this line of work? Or are there other barriers?’. Samira and I spoke about what she believes to be one of the best ways to improve equality in STEM disciplines, to put ourselves in the shoes of the women within it. 1. Recognising the importance of conversation. I think of my own experience at school where I believed a career path in science was destined for lab coats and test tubes. Engineering? Wasn’t even worth thinking about. There were no case studies about real people in STEM. Where do they work? What’s the average salary? I thought the natural progression was lab work or teaching. The issue was, with such an emphasis on textbook learning, there was little space for non-curriculum-based conversation. If I had shared the same educational experiences as my interviewees, perhaps my career would have taken a different turn. Roxanne mentioned how her Chemistry professor impacted her relationship with the sciences. She developed a program to bring her students to local universities where they were exposed to female Engineers and Scientists in action. These experiences shaped her view of the industry and gave her an insight into ‘what we could do and where we could go’ within STEM. Similarly, Samira attended University in California, where ‘hands-on and research-focused’ learning involved an eye-opening experience of isolating frog eggs to insert RNA Interment, plus she ‘was paid for research time as well’. I think back to my loo-role kaleidoscope and wonder whether we underestimate the power of hands-on, conversational-led learning? For some, the power of the textbook transcends all other learning methods, but each person is individual and learns in their own way, so perhaps the teaching methods offered should mirror that? 2. Encouraging women to be curious and keep an open mind. There are certain times in life when words spoken transcend a place in your mind which makes you believe you are all-conquering. Roxanne’s powerful statement: ‘You have the power to influence your industry, we all do’, does exactly that. Roxanne’s view ties in with a realization I had while chatting to both ladies – STEM seems like the ideal career for Millennials and Gen Z’s. Known for wanting to make an impact and move between jobs. STEM is in a constant state of flux and Roxanne mentions that you must ‘keep an open mind’. She says, ‘if you have the drive, you have the power to carve out whatever career you want from it’. If you’re a person who doesn’t like change… this may not be the career for you as both women mention the non-linearity of this path - ‘It's not just a one-track career, and you can work everywhere in the world’, Samira says. Having graduated from an Instrumentation masters, Roxanne ended up in industrial chemistry and absolutely loved it. Her curiosity allows her to view her career as a puzzle, thinking ‘how do I put all the pieces together and make it something that's my own?’. Samira reminds me that women are born curious, ‘Eve was curious, you know, everybody said don't eat it but she ate it then she was punished and Pandora was curious’, ‘we are generally very curious and that's so important in science and it's also important to be thinking outside the box’. This argument makes me think of my childhood curiosity, does societal expectation diminish the natural curiosity which thrives in Science? With less women than men entering STEM fields, are we are denying society of the ideation which arises from curiosity? 3. Being a mentor. I think of the impact my mum’s mentorship has had on my life. Yet, when preparing for important presentations or meetings, I don’t go to her for advice. Mentor’s may be different in professional and personal life. Not just in STEM, but across all industries. As you read this, a certain friend or work colleague may come to mind? Mentors can help break the wall between alien and familiar. The importance of mentorship from educators in the classroom, parents in the home, influencers of the impressionable knows no bounds. Roxanne mentioned the impact of two male mentors on the success of her career, one looked at it like ‘I just don’t see gender’, while the other ‘grew up during the time when the feminist movement had started, so he respected what a lot of women have had to go through’. These men helped her navigate some of the greatest challenges to advancement in her career. Similarly, Samira mentions how we need to move away from the stereotypical representation of female scientists ‘as gorgeous wearing a short skirt and full makeup, walking around like just the female scientist’, but begin to show real people, in real jobs. Both women continuously return to the fact that their argument is not about creating an imbalance of the sexes in favour of one or the other, but to continue developing boundary-breaking innovation, as to promote inclusivity and equality between all. As the evening light begins to fade outside my window, I’m reminded that the light we shine on the women of STEM must never dull if we are to create a society of equality. So often, we underestimate the power of conversation and curiosity, but these everyday elements of life, from loo-role kaleidoscopes to childhood detective skills, go on to become the elements which create the next generation of scientists and engineers. As people, our shared knowledge and continued mentorship can enrich the learnings of those around us. It can be difficult to become something which you have never been shown. Therefore, perhaps it is necessary for us all to become instigators of change for the future of women in STEM? Find out more about what we do within the Life Sciences , Engineering and Renewables space.
by Clive Driver 27 Jul, 2022
The digital age has led to rapid advancements in technology. With the imminent fourth industrial revolution set to transform every industry, engineers are now in high demand across all sectors. This engineering skills gap is only expected to grow, and unless businesses take action, UK businesses risk losing their competitive edge. In this guide, we explore the current state of engineering recruitment in the UK and offer tips on how you can tailor your engineering recruitment strategy for 2022. Read on to discover more... Why is there a skills shortage in the engineering industry? There are many factors contributing to the skills shortage in the engineering space. A significant factor is an ageing workforce. Out of any industry in the UK, engineering has one of the highest rates of employees heading towards retirement age. This is causing massive problems as there will soon be a shortage of people to fill the roles left after these people go on their well-deserved retirement. Another factor is that there is a low percentage of new talent entering this space, with the STEM field seeing lower and lower amounts of graduates entering the working world. How do we recruit more engineers? Well, with this outlook, you may wonder how do we recruit more engineers? Well, the good thing is that there are multiple ways to ensure you get the right engineering talent. One of the ways is looking at both active and passive candidates. Sometimes your potential candidates might not be looking for you, so we don’t limit ourselves to those who are looking, nor should you. There is also more technology at our disposal than ever to actively find candidates. Job boards, social platforms, digital advertising, you name it! There are multiple ways to find the right talent for your organisation. Finally, graduates and graduate programs. Getting talent early might be the solution to keeping talent for the future. How will the engineering workforce change in 2022? The pandemic accelerated all our digital strategies. Work from home was not even thought of before COVID, and now it has become a must-have in most positions that will allow it. We see technology and automation becoming the biggest influencers in the engineering workforce, with digital skills becoming vital in the execution and recruitment of engineering. Conclusion The engineering recruitment industry, although challenging, is not impossible. There are still plenty of great candidates to fill your positions; you just need to find where they are. If you need help trying to reach these candidates, we have the tools and the people who can find them. Our database is tremendous, and we would be happy to help you find the right fit.
by Clive Driver 17 Jan, 2022
​​In Engineering, it’s hard to escape the stereotypical vision of hard hats and blueprints. Imagination also leaves little room for female representation within the industry. It’s no secret that Engineering faces a serious gender imbalance. Despite all efforts to encourage women to study engineering, Q3 2020 data revealed that 14.5% of those working in engineering in the UK are females. Although this is a substantial 2.5% increase since 2018, this is nowhere near the desired levels. Why is female representation at such a low level? Women have historically worked within professions which force them to embody the role of the caregiver within society (e.g. teaching or nursing). Despite girls typically outperforming boys when given the opport unity to study engineering , female engineers remain a minority. It’s commonly misconceived that women will either not have the strength or will be unheard when placed against males in the workplace. Sexism and the fear of being treated less than equal is a common fear amongst female engineers. What causes women to leave engineering? Around 40% of women that study engineering, do not progress on to work in the field. One study revealed that a lack of fellow female engineers and mentors created an isolated environment for them. Alm ost ½ of the surveyed women said they were discouraged by working conditions, such as too much travel, lack of advancement, low salary, or inflexible/non-supportive climates. Alternatively, women who stay in engineering do so for the same reasons as men – company investment in training and development, contribution recognition, and advancement opportunities. It's important for organisations not to rely on innovations stemming just from males and females but from a diversity of cultures and ideas. Project teams work better not when there are more women or more men, but when there is a diverse group of people challenging each other to reach a shared goal. How can we address the gender gap in Engineering? 1. Introduce Role Models. Make engineering cool for women. How can a girl decide that she wants to be an engineer if she has no one to look up to? 2. Introduce work experience or apprenticeships. The introduction of after-school, classroom programs could help girls recognise their interest in engineering, while simultaneously reducing the ‘male-only’ stigma associated with it. ​ 3. Consider flexible options. Flexible hours and childcare should be promoted to enhance the attrition rates of female employees. ​ 1.8 million new engineers and technicians are needed in the UK by 2025. The industry needs to move away from the perception of hard hats and blueprints, to represent the diversity that organisations would like to attract. Stereotypes that evolve at a school level must be challenged in order to de-stigmatize the association of women in engineering. At Kelly, we know how advantageous inter-organisational diversity can be in creating a successful system. We pride ourselves on maintaining and nurturing a diverse pool of talent to supply to our partners. Want to access the next generation of engineering talent? Find out more about how we can support your organisation here .
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The face behind our Engineering & EV recruitment

Clive Driver, Business Development & Specialist Fulfillment Manager 


“Our goal is to support others in recruiting for a better world. We need a more sustainable future. This means real change for not only passenger vehicles but large commercial vehicles and even power generators too.


From a young age, I’ve always loved anything with an engine. Now I’m honoured to play my part in supplying the electric vehicle sector as it is absolutely key in creating a better world for the generations ahead.


EV is an industry that is making some noise, it’s a transportation revolution, globally.”


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