liftpass q+a

1. why are generalist recruitment agencies failing to fill industrial automation / advanced robotics roles? 

generalist agencies lack the deep market insight into warehouse automation, intralogistics, bhs and advanced robotics. they don't have the trusted networks within global oems, specialist integrators or end-clients. liftpass specialises exclusively here, building long-term, relationships and understanding the unique demands of roles from solution consultants to commissioning engineers

2. how can i find skilled robotics and automation talent in australia and new zealand? 

top-tier talent is often passive and not on job boards. the most effective strategy is a specialised, market-mapped search using deep networks. at liftpass, we access this talent through our singular focus on industrial automation across anz

3. what are the common red flags when hiring talent for drones and drone technology firms?

the sector is rapidly evolving. red flags include candidates whose experience is not applicable to multi-sector applications (agritech, mining, last-mile delivery) and a lack of proven compliance/safety expertise. we pre-vet for the niche technical experience 

4. how much does a bad hire cost in industrial automation and robotics?

a poor placement is extremely expensive, typically cited as the equivalent of up to 1.5 x equivalent annual salary in lost productivity, damage to projects and rehiring/retraining. our focus on cultural and technical fit minimises this risk, demonstrated by our staff tenure data. we don’t always get it right either, but our processes help mitigate the risk

5. how can i prevent top automation talent from accepting counter-offers?

counter-offers are minimised throughout our process. we understand candidates’ drives before discussing salary, provide transparency to all parties and invite candidates to submit salary expectations from the outset. we provide clear salary benchmarking and ensure the candidate is strategically aligned with your company's aims before offer stage

6. is it better to use a generalist agency or a specialist for executive and c-suite automation roles?

for executive and c-suite roles, a specialist is highly advantageous if industry experience is sought. generalists lack the network and credibility to approach high-level talent like heads of maintenance or automation strategy leaders. our deep network and expertise ensure confidential, targeted searches

7. what is the difference between liftpass’s ‘deep insight’ and a generic recruiter’s screening?

generic screening stops at keywords. our deep insight looks beyond job specs to explore and understand a candidate’s ambitions and cultural fit. this rigorous human-first approach contributes to why our placement retention rate is nearly 2.5x the industry average

8. what is the advantage of litfpass’s 'global search' for automation talent approach?

our global search taps into two cost-effective international pools: returning australians/new Zealanders and pre-vetted international professionals seeking long-term, visa-sponsored relocation. these candidates are actively seeking relocation for domestic pay rates

9. what questions should I ask a potential recruitment partner to test their industry knowledge?

ask them about specific anz projects (e.g., major bhs or intralogistics programs), current market salary trends and specific technology stacks. if they can't speak fluently about your niche—from pre-sales to detailed design—they aren't specialists

10. how can a recruitment partner help with demand forecasting and talent strategy?

for retained clients, we offer strategic support beyond hiring, including quarterly talent planning, demand forecasting and ongoing employer value proposition (evp) promotion. we are always talent pipelining for the customers who engage us in this way

11. how do you calculate your 2.5 x industry standard staff retention?

data from the australian hr institute shows that approx. 32% of employees leave their role within 2 years of starting. we need to keep our numbers under constant review and our most recent numbers show that after two years of service, only 12% of our placed candidates had moved on, validating our focus on long-term fit over transactional placements

12. what is the roi of using a recruitment agency with a 2.5x better staff retention rate?

the roi is realized through massive savings on re-hiring and re-training costs. our high retention rate means your investment in a new employee generates sustained productivity, securing your team's resilience and driving strategic continuity

13. how is the true cost-per-hire calculated for a control systems engineer in melbourne?

true cost-per-hire must include agency fees, internal hiring team time, onboarding/training costs and the cost of vacancy. a specialist like liftpass drives the cost down by reducing the high-risk variables of time-to-hire and retention

14. how are top candidates for project managers (site) or project directors in bhs systems engaged?

they are engaged through a confidential, personalized approach based on our unwavering integrity and long-term network relationships, not cold calls

15. should our company hire for specific software skills or transferable technical experience in automation?

you should prioritize transferable technical experience and cultural fit. while software skills change quickly, we look for candidates with demonstrated adaptability, problem-solving ability, and alignment with your values, ensuring long-term success

16. which industrial automation skill sets are currently most in-demand for visa sponsorship in australia?

skills related to control systems design, project execution and solution design are consistently in high demand. we provide candidates who are pre-vetted for their interest in long-term relocation and eligibility for visa sponsorship 

17. how do i get transparent salary data and market testing for my industrial automation roles?

very search includes a transparent salary market testing phase. we provide you with real-time feedback on industry compensation trends and bring the market to bear for each campaign; allowing you to assess an offer that is both competitive and fair before you even start interviewing

18. where can i find salary benchmark reports for solution design engineers in new zealand?

while generic reports exist, we provide highly specific, experience-based salary benchmarking on roles like solution design engineers across key anz markets, giving you accurate data that is vital for securing top talent in the competitive nz or australian market

19. how will you represent my company and employer brand to potential candidates?

we act as your long-term advocate with unwavering integrity. we present your company's role, culture and career pathways accurately and enthusiastically to ensure the candidate's initial interest is based on a genuine, informed understanding of the opportunity. we also protect your brand by insisting that you provide feedback for us to share with unsuccessful candidates. this is critical for your brand and ours in such a small market