Hire skilled
welders and fitters
for real industrial work
Pre-screened welders, pipe fitters and sheet metal fitters for machinery manufacturers, welded production companies and industrial contractors across Europe.
No obligations or strings attached. We review every request manually.
When local hiring falls short,
production feels it first
Open welding and fitting vacancies are not just an HR problem. They affect schedules, delivery, quality and your ability to accept new orders.
Local job boards bring too few relevant candidates
Production managers waste time reviewing unsuitable CVs
Welding or fitting roles stay open for too long
Projects slow down because qualified people are missing
Candidates do not match the actual welding process, materials or site conditions
The company is open to European hiring but needs a controlled process
Welders, fitters and related industrial trades
We do not recruit "all kinds of workers". Our focus is narrow: industrial candidates for welding, fitting, assembly and related production roles.
If your role is outside welding, fitting or industrial assembly, we may not be the right partner.
Tell Us What You NeedMIG/MAG Welders
Machinery, metal structures, welded components and production welding
Pipe Welders
Piping, plant work, industrial projects and process industry
Pipe Fitters
Plant construction, shutdowns, maintenance and industrial site work
Sheet Metal Fitters / Assemblers
Machinery, equipment, welded products and workshop production
Related Industrial Workers
When the vacancy is close to our candidate pool and expertise
We know that "welder" is not enough
A production MIG/MAG welder, a pipe TIG welder, a structural welder and a sheet metal fitter are completely different hiring cases.
A 135 MAG production welder and a 141 TIG pipe welder are not interchangeable. Send the wrong process to fixed-pipe work and the job simply does not get done.
A welder certified only in flat position is not a 6G all-position pipe welder. On fixed pipe, position is the hard part — and most of the job.
Same positions and thicknesses, wrong filler material group, wrong hire. A coupon qualified on FM1 carbon steel does not cover FM5 stainless — so it is no help on duplex or super duplex work. We match the FM group of the qualification to your material, not just process and position.
We screen for practical fit
- Process — 111, 131, 135, 136, 138, 141, and others on request
- Material — carbon steel, stainless steel, duplex and super duplex, aluminium
- Position — flat and horizontal to vertical, overhead and 6G fixed pipe
- Product form — sheet metal, plate, and fixed or rotated pipe
- Certification — valid, in-date ISO 9606 certificates with the right scope, confirmed on the document, not assumed from the CV
- Procedure — welders work to the WPS, not from habit
- Drawings — fitters and assemblers read isometrics, GA drawings and weld symbols
We are not interested in sending "some welders". We find candidates who match the work.
Local candidates where possible
If suitable candidates are available in your local market, that is usually the simplest route.
EU candidates as the core focus
For many roles, the wider EU labour market offers relevant candidates with fewer administrative barriers than overseas hiring.
Nearby European non-EU when relevant
When the employer can handle work permit requirements and is set up to receive such candidates, nearby non-EU European markets may also be relevant. We discuss the specifics before any candidate is approached.
Our candidate pool is built for European industrial work. European supply, by design.
European candidates first
Our primary focus is the European industrial labour market: local candidates where possible, EU candidates where available, and nearby non-EU markets only when the case requires it.
Industrial Recruitment is not built around mass overseas labour sourcing. We focus on candidates who are realistically available for European industrial work.
Tell us your preferences →Who we work with
We work with industrial employers where welding, fitting or assembly capacity affects production.
Not random CVs.
A controlled
recruitment process.
From a clear vacancy to a relevant shortlist of candidates who understand the role, accept the conditions, and want to start.
Job requirement intake
We clarify the role, process, material, location, start date, schedule, rate, language expectations and employment setup.
Candidate sourcing and activation
We use our existing database, advertising channels and referral network to identify relevant candidates.
Active recruitment
We reach out directly to identified candidates, present the role and conditions, and gauge real interest. Good candidates aren't waiting — we go to them.
Pre-screening
We check experience, specialisation, motivation, availability and fit with the job requirements for candidates who expressed interest.
Video interview / qualification
Where relevant, we use video interviews to better understand the candidate before presenting them.
Shortlist for the employer
You receive profiles of candidates who confirmed interest in your actual job offer — not a pile of unfiltered CVs.
Interview and start coordination
We coordinate interviews, candidate communication and next steps until the candidate starts work.
Additional technical checks, reference checks, document checks or relocation coordination can be discussed separately when needed.
Staffing feels easier.
But for long-term roles,
it often costs more
than you think.
For short-term projects and peaks, staffing makes sense. For stable welding and fitting roles lasting 6–24 months, the cost picture changes significantly.
The cost that never stops
When the same person stays on your production floor for 12–24 months, you're paying for a flexible model on what is, in practice, a permanent hire. With direct employment, your cost is straightforward: wage + employer contributions. Nothing more for as long as they stay.
Whose team are they on?
A staffed worker's contract is with the agency. If they find a better placement elsewhere, there's no reason to stay. A directly hired worker has a reason to develop within your company and understand your processes at a deeper level.
Who gets the best candidates?
Staffing agencies need to keep their roster deployed. They send who is available — not who best matches your process and materials. A recruiter working toward direct placement has one job: find the candidate who fits your requirement.
When staffing makes sense
- Project of 1–3 months
- Trial before a direct hire decision
- Administrative constraints on direct hire
- Immediate gap while recruiting permanently
When direct hire makes more sense
- Role expected to last 6+ months
- Worker should be part of your production team
- Same staffed positions running for 12+ months
- Building capacity, not filling a temporary gap
The main reason employers don't move to direct hire for stable roles isn't that staffing is better —
it's that finding the right candidates directly has historically been difficult.
That's the problem we exist to solve.
Still interested only in staffing or subcontracting?
We can help with that too.
Our focus is direct hire — but if staffing or subcontracting is what you need,
we work with partners across Europe who cover exactly that.
Tell us what you're looking for and we'll see what we can put together.
Built around industrial candidates, not generic recruitment
Welders, fitters, assemblers and related industrial workers in our pool.
Hands-on industrial recruitment and candidate coordination for European projects.
Primarily Central and Eastern Europe with EU work rights — no permit complexity.
We know the difference between MIG/MAG welders, pipe welders, pipe fitters and sheet metal fitters.
We don't wait for candidates to apply. We identify qualified people who aren't job-hunting and make the case for your role directly.
Most candidates we speak to don't make the shortlist. You only see the ones who match the process, materials, certifications and conditions of your actual role.
How we qualify candidates before presenting them
A candidate is not presented only because they have the right job title. We look for practical fit with your specific vacancy.
Technical tests, certifications, document checks or reference checks can be added where the hiring case requires them.
Request a shortlist →We typically clarify:
- Trade and specialisation
- Welding process / fitting experience
- Materials and production environment
- Previous industrial projects or workshop experience
- Availability and motivation
- Wage expectations
- Willingness to relocate or work in another country
- Communication and responsiveness
- Fit with your start date, location and schedule
Start small before scaling cooperation
Not sure whether direct recruitment is the right model for your company? Start with a focused pilot.
For selected employers, cooperation can begin with one clear role or a limited number of candidates — allowing both sides to test fit before expanding.
Commercial terms are discussed after we understand the hiring case. We do not give one-size-fits-all pricing because every role has different risk, urgency and requirements.
A pilot can help you test:
Whether relevant candidates are available for your role
Whether your offer is attractive enough in the current market
How quickly your team can review and respond to profiles
How well the recruitment process fits your actual hiring reality
Whether the cooperation should continue, expand or stop
What happens after you tell us what workers you need
You submit your hiring request
Share the roles, location, number of workers, timing and basic requirements. About 5 minutes.
We review the fit
We check whether the vacancy matches our candidate pool and recruitment focus.
We align on requirements and terms
A short exchange by email or call to clarify the role, conditions and cooperation format. No candidates sent before this is clear.
We source, screen and approach candidates
We work our database and active channels, screen relevant candidates and present your vacancy. Only confirmed-interest candidates reach your shortlist.
You receive a shortlist and decide
Pre-screened profiles with our assessment notes. You choose who to interview — and who to hire. We then connect you directly with the selected candidate.
We coordinate until the start
We stay in contact with the candidate until they start work and both sides have completed the handover.
We work with employers who have real hiring needs and are ready to make real job offers.
We do not send candidate profiles for browsing.
Questions employers ask before starting
Straight answers to the real concerns.
Tell Us
What Workers You Need
Share your hiring need and we'll tell you directly whether we can help — and what that looks like. No commitment — just a first conversation.
You can reach us two ways below. The short form gets the conversation going. The full request lets us give you a real answer on the first reply — no "tell us more" emails.