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Why Maintenance Engineers Are Still the Hardest Roles to Hire in 2026​For manufacturers across the UK, hiring skilled Maintenance Engineers remains one of the biggest recruitment challenges in 2026.Our recent employer survey found maintenance roles were the most difficult positions to fill, ahead of design and projects, manufacturing and production and technical sales. For employers already facing production pressures, rising costs and growing output demands, that shortage is having a direct impact on performance.But why does hiring Maintenance Engineers remain so difficult and what can employers do about it?​The Maintenance Skills Shortage Hasn’t Gone AwayThe shortage of skilled Maintenance Engineers is not new, but it continues to intensify.Many businesses are dealing with the same issues: An ageing workforce and experienced Engineers approaching retirement Demand for Multi-Skilled Engineers continuing to outpace supply Growing automation increasing the technical requirements of roles Competition for talent pushing up salaries and counteroffers Skills gaps making it harder to find candidates ready to contribute quickly Maintenance Engineers are increasingly expected to combine electrical, mechanical, controls and continuous improvement expertise. That blend of skills can be hard to find, particularly in competitive manufacturing regions.​Demand Continues to Outstrip SupplyWhile candidate shortages remain a challenge, demand is not slowing.Our survey showed strong business confidence going into 2026, with most respondents expecting growth this year. As manufacturers invest in output, reliability and automation, maintenance hiring demand continues to rise.That means more businesses are competing for the same limited talent pool.For in-demand Engineers, opportunities are plentiful and employers often need to move quickly to secure the right people.​Salary Alone Is No Longer EnoughPay remains important, but it is rarely the only deciding factor.Our survey highlighted salary expectations as a major factor affecting attraction and retention. But today’s maintenance professionals are often looking at the wider package too, including: Shift patterns and work-life balance Overtime expectations Training and progression opportunities Workplace culture and management quality Long-term stability Investment in equipment and engineering standards Employers relying solely on salary to attract talent can struggle to stand out.​Hiring Processes Are Often Too SlowOne of the biggest reasons businesses lose good Maintenance Engineers is speed.Strong candidates rarely stay on the market for long. Delays between CV review, interview stages and offer approval can quickly result in losing talent to faster-moving competitors.In a tight market, recruitment processes designed for easier-to-fill roles often do not work for maintenance hiring.The employers securing talent fastest are often those simplifying decision-making and reducing time to offer.​The Multi-Skilled Engineer ChallengeDemand is especially high for genuinely Multi-Skilled Engineers.Many businesses are looking for Engineers with a blend of electrical, mechanical, controls and continuous improvement expertise, but there has also been a noticeable shift in how employers approach this.Rather than tightening hiring criteria in response to shortages, many businesses are broadening their recruitment approach to open up access to talent. Employers are increasingly considering Multi-Skilled Engineers from a wider range of backgrounds, focusing on transferable skills and development potential rather than searching for an exact match.In many cases, this is about making recruitment easier, not harder, widening the talent pool while still building long-term capability.This more flexible approach is helping some employers improve candidate flow and respond more effectively to a competitive market.​Retention Is Fuelling Recruitment ChallengesHiring difficulty is often a retention problem in disguise.When businesses struggle to retain Engineers, recruitment pressure increases.Our survey showed retention remains a concern for many employers, with salary competition, progression opportunities and candidate attraction all impacting employee movement. Keeping good Engineers has become just as important as finding new ones.​How Employers Can Improve Maintenance HiringWhile the market is challenging, there are practical ways to improve outcomes.​Review Salary Against the MarketBenchmark regularly and ensure packages remain competitive.Move FasterReduce interview stages and shorten decision timelines.Sell the Opportunity BetterCandidates are assessing employers as much as employers assess candidates.Consider Transferable Skills and Invest in TrainingFocus on trainability, not just perfect matches. Consider single-skilled Engineers who can be developed, candidates with Level 2 qualifications and alternative talent pools such as forces leavers while investing in training to build long-term capability.Strengthen RetentionProgression, culture and leadership all support hiring by reducing churn.Work With Specialist RecruitersAccess to established maintenance talent networks can significantly reduce time to hire.​Maintenance Recruitment Is Still Competitive. But Not Impossible.The challenges around hiring maintenance Engineers are unlikely to disappear overnight.Skills shortages, rising demand and changing candidate expectations are continuing to shape the market.But businesses adapting their hiring strategies are putting themselves in a stronger position to secure the talent they need.In a market where Maintenance Engineers remain some of the hardest professionals to hire, the organisations succeeding are often those treating recruitment as a strategic advantage, not just a reactive process.​Need Support Hiring Maintenance Engineers?ATA Recruitment supports manufacturers across the UK with specialist maintenance recruitment, helping businesses secure permanent and contract engineering talent in competitive markets.If you’re struggling to attract or retain Maintenance Engineers, get in touch with our team to discuss how we can help.

​How to Start a Career in Construction Materials ManufacturingThe UK construction materials manufacturing industry is the backbone of national infrastructure, producing essentials like concrete, steel, bricks, glass and insulation. As demand for housing, transport and green infrastructure continues to rise, now is the ideal time to explore a career in this vital, future-focused industry. In 2026, the sector continues to evolve, shaped by government investment, sustainability goals and ongoing innovation. If you're looking to enter an industry where your skills have a visible impact, engineering jobs in construction materials manufacturing offer opportunity, stability and progression. ​1. Construction Demand Remains StrongGovernment infrastructure targets, including major developments like HS2 and housing expansion, continue to drive demand for construction materials. The UK construction market is expected to see growth of around 3–4% in 2026, following a slower period across 2024–25 Projects across housing, rail, energy and roads are fuelling sustained production demand Long-term infrastructure investment is supporting consistent activity across the supply chain Recent government announcements are also reinforcing this demand. Plans to deliver a new generation of “new towns” across England have progressed, with seven locations now being taken forward for development, including sites such as Milton Keynes, Manchester Victoria North and Leeds South Bank. With building expected to begin on some of these developments before 2029, this will further increase demand for construction materials and the engineering workforce needed to support production. This creates strong job prospects for engineers, technicians and production professionals within materials manufacturing. ​2. Sustainability Is Reshaping the IndustryThe industry continues to undergo a green transformation. Manufacturers are focused on: Lower carbon concrete and steel Recycled and circular materials Energy-efficient, low-emission production systems Joining now means being part of an industry working towards net zero and improving environmental performance. Engineers play a key role in developing new materials and improving existing processes. ​3. Technology Is Driving InnovationConstruction materials manufacturing is no longer just manual labour, it is increasingly driven by automation, data and advanced systems. Smart factories use real-time data to optimise production Automated systems improve efficiency and reduce downtime Digital tools support predictive maintenance and operational performance This shift means skilled professionals and engineers are needed to operate, maintain and improve these systems. ​4. Skills Shortage = Job OpportunitiesWith increasing demand comes a continued shortage of skilled workers. UK manufacturing continues to face a significant skills gap, with estimates suggesting over 50,000 vacancies across the sector Many businesses are actively hiring and investing in training to build capability There is strong demand for maintenance engineers, process engineers and quality specialists If you're entering the workforce or switching careers, this is a strong opportunity to enter an industry ready to invest in your development. ​5. Diverse Career PathsConstruction materials manufacturing offers roles for a wide range of backgrounds and skillsets. Career areas include: Engineering: Mechanical, electrical and multi skilled maintenance engineers, controls engineers to maximise machinery availability and ensure efficient and safe production Production & Operations: Supervisors and plant managers oversee factory performance R&D: Materials scientists and lab technicians focus on sustainability and performance Quality Control: Inspectors maintain safety and compliance standards Supply Chain & Logistics: Coordinators and planners manage delivery and storage HSE (Health, Safety, Environment): Officers protect people and ensure compliance This variety means you can find a career path that suits your strengths and interests and develop over time. ​6. What Does a Typical Day Look Like?Here’s a snapshot of daily routines in this fast-paced sector: Production Engineers: Monitor output, resolve breakdowns, analyse efficiency and liaise with teams Maintenance Engineers: Carry out planned and reactive maintenance to keep operations running R&D Technicians: Test materials, run trials and support product development Quality Inspectors: Check materials, ensure compliance and support production teams Logistics Coordinators: Plan deliveries, manage stock and resolve issues The mix of technical, practical and problem-solving work means no two days are the same. ​7. Why Choose a Career in Construction Materials?StabilityMaterials are always needed for housing, transport, commercial builds and infrastructure, creating long-term demand.ImpactYou are helping to build homes, hospitals, railways and roads that shape everyday life.Career GrowthCompanies are investing in training, apprenticeships and development. Skills shortages mean clear progression opportunities.InnovationBe part of developments such as lower carbon materials, improved production processes and new technologies.​8. How to Get StartedThere are many ways to begin your journey:Apprenticeships in engineering or productionGraduate schemes with major manufacturersSkilled trade transitions from related industriesPartnering with recruitment specialists like ATA RecruitmentTailor your CV to highlight relevant technical skills, teamwork and safety awareness, and show an interest in innovation and sustainability.Take a look at our top tips for your interview.​Final TakeConstruction materials manufacturing continues to offer strong opportunities. Demand remains steady, skills are in short supply and businesses are investing in people. If you're looking for a career where you can build the future, both practically and professionally, this sector offers challenge, impact and long-term reward.​Ready to Explore Engineer Jobs in Construction Materials Manufacturing?At ATA Recruitment, we specialise in connecting Engineers and technical professionals with leading employers across the UK’s construction and manufacturing sectors. Whether you're looking for a permanent, contract or senior opportunity, we can help.Search our latest engineer jobs in construction materials​

ATA Recruitment Meets Forces Leavers at Lincoln Employment Fair​ATA Recruitment recently attended the Career Transition Partnership Employment Fair in Lincoln, meeting forces leavers who are preparing to transition from military service into civilian careers.Representing ATA Recruitment were Lewis Gardner, Recruitment Consultant, and Ashleigh Lancaster, Group Marketing Manager. Throughout the day they spoke with candidates about their experience, career ambitions and the opportunities available within the UK’s engineering and manufacturing sectors.The event provided a valuable opportunity to connect with individuals who possess strong technical and operational experience and are now exploring how those skills translate into industry roles.​Why Forces Leavers Excel in Engineering and ManufacturingForces leavers bring a powerful combination of technical ability, discipline and leadership that makes them exceptionally well suited to engineering and manufacturing environments.Many service leavers have hands on experience working with complex mechanical and electrical systems, maintaining critical equipment and operating in safety focused environments. They are accustomed to structured processes, problem solving under pressure and working as part of highly skilled teams.These qualities align closely with the needs of engineering and manufacturing businesses where reliability, teamwork and technical competence are essential to keeping operations running efficiently.​Supporting the Transition into Civilian Engineering CareersThe UK engineering sector continues to face a well documented skills shortage. Industry analysis suggests the country needs over 124,000 engineers and technicians each year to meet demand.At the same time, around 14,000 personnel leave the UK Armed Forces annually, many with highly transferable technical and operational skills.Supporting forces leavers into engineering careers presents a clear opportunity. It enables businesses to access a highly capable talent pool while helping skilled individuals build successful long term careers in civilian industry.Employment fairs such as the Career Transition Partnership event in Lincoln play an important role in creating these connections and supporting successful transitions.​Supporting Forces Talent Across Engineering and ManufacturingATA Recruitment provides permanent, contract and interim recruitment services across the UK engineering and manufacturing sectors. We support businesses across industries including general engineering, FMCG, aerospace, automotive, construction materials manufacturing, process engineering, warehouse automation and special purpose machinery.We know the skills gap remains one of the biggest challenges facing engineering and manufacturing. That is why our mission is to connect businesses with skilled people and support individuals into careers where they can thrive.Forces leavers are a key part of the talent pool we champion. Their technical ability, discipline and leadership make them a strong fit for engineering and manufacturing careers. By helping employers recognise the value of military experience and supporting candidates through their transition, we continue to help bridge the skills gap across the sectors we serve.​ Group Marketing Manager, Ashleigh Lancaster at ATA Recruitment said "Events like this are an important part of making sure Bridging the Skills Gap is a mission we live by, not just something we say. It was great to see our team continuing to grow in their ability to connect with forces leavers, understand the unique skills they bring and recognise some of the challenges that can come with transitioning out of the Armed Forces. There is a real opportunity to support talented individuals into rewarding careers across engineering and manufacturing, while helping employers access the skills they need."​Take the Next StepIf you are a forces leaver exploring your next career move, or an employer looking to strengthen your workforce with service leavers, complete the form below and our team will be in touch to support you.​​

THE RTC AWARDS 2025​​​​On Friday 20th March 2026, we held our annual RTC Group Awards, rewarding those who have gone above and beyond throughout 2025.​Held at our headquarters, the Derby Conference Centre, we gathered for a night of celebration and reflection as we looked back on the past twelve months and all that the group has achieved across the various industries we support.We were joined by employees from each of the group’s offices from across the country and overseas, welcoming the teams from RTC Group Plc, Ganymede Solutions, ATA Recruitment, Global Staffing Solutions and The Derby Conference Centre.​Ganymede and ATA Awards​The evening began with the Ganymede and ATA Awards, where we awarded the top performing individuals across the recruitment businesses as well as those who have personified our core values over the last twelve months.Congratulations to the winners of the Ganymede and ATA Awards:150k Club: Chris James, Andy Crewe (Top Perm Biller), Gareth Jackson, Mark Hibbert, Brad MinnsPeople are our Passion: Agi GlonekSocially Responsible: Lewis GardnerTop Newcomers: Lina Oprisnyk, Karolis StenasTop Team Performance: Energy (1st Place), Rail - Scotland (2nd Place)Delivering Excellence: Charlie WillisonSafety First, Safety Always: Jason CrewTaking Pride: Lucinda HardyTop 10 Individual Billers:​ Karla Delczeg, Tyler Cook, Michael Anderson, Tom Cleverley, Colin Earp, Dave Carter, Will Heath, Hassan Choudhry, Michael Dobson, Katie Townend (Top Contract Biller, Top Overall GP)Paul Crompton, Managing Director said:“Congratulations to all of the award winners on your well deserved recognition, your dedication and hard work continue to drive our success.I’m proud of everything achieved over the past year and look forward to building on this momentum in 2026."​The RTC Group Awards​The evening continued with the Group Chairman & CEO address, three course meal and RTC Group Award, presenting for the second year the Douie Award.​Douie Award: Chris O'Connor​​Thank you to all those who attended this event, and for making the evening a resounding success. The RTC Group Awards will return in 2027.

​​6 Benefits of Working in Contract Recruitment​Contract recruitment offers a unique career path for recruiters who want to build a desk with real momentum.Many successful contract recruiters started their careers in permanent recruitment. The core skills remain the same. Business development, candidate management, relationship building and negotiation all transfer naturally into the contract market. With the right support and infrastructure, recruiters can transition into contract recruitment and quickly build confidence.As opposed to permanent recruitment, contract recruitment also offers the added benefit of recurring revenue and a desk that can grow month after month.Here are some of the reasons many recruiters choose to build their careers in contract recruitment.​Strong Earning PotentialOne of the biggest attractions of contract recruitment is the earning potential.As opposed to permanent recruitment, contract placements generate ongoing revenue rather than a one off fee. As your contractor base grows, your desk begins producing consistent monthly billings alongside new placements.A well built contract desk can quickly become a high performing revenue stream.​Real Demand in Our SectorsContract recruitment thrives in sectors where businesses need specialist skills and project support.Across engineering, infrastructure and manufacturing, organisations rely on contract talent to deliver projects, manage workload peaks and bring in technical expertise quickly.We see this demand in our own business. Contract consultants make up the majority of our Top 10 billers, highlighting both the opportunity in our sectors and the earning potential of a successful contract desk.​A Faster Paced MarketContract recruitment often moves much faster than permanent hiring.Businesses frequently need contractors at short notice to support projects or manage increased workloads. This leads to quicker hiring decisions and faster placements.For recruiters who enjoy pace and momentum, contract recruitment can be incredibly rewarding.​The Opportunity to Build Your Own DeskContract recruitment offers real autonomy.Consultants have the freedom to win new business, build networks of contractors and develop their own market. Over time this creates a desk that generates consistent revenue and long term growth.For recruiters who enjoy the entrepreneurial side of recruitment, contract desks provide real ownership.​Dedicated Compliance and Training SupportContract recruitment involves additional processes such as contractor onboarding, right to work checks and regulatory compliance.To support this, we have an award-winning dedicated compliance team who manage the contractor process and ensure everything runs smoothly. We also provide training and ongoing support so recruiters can manage the contract lifecycle with confidence.This allows consultants to focus on relationships, delivery and growing their desk.​Clear Career ProgressionAs contract desks grow, so do the opportunities around them.Successful consultants often move into leadership roles, build teams around their markets or develop specialist divisions within the business.Contract recruitment therefore offers both strong financial rewards and long term career development.​Interested in Building a Contract Recruitment Desk?If you are an experienced recruiter looking to build a desk with real momentum and long term earning potential, contract recruitment offers an exciting opportunity.Within our business, consultants are supported by experienced leadership, dedicated compliance infrastructure and ongoing investment in recruitment tools and technology.If you would like to learn more about opportunities with us, we would love to hear from you.​Get in touch with Rachael Bailey-Frost for a confidential conversation.📞 07920 595 229📧rachael.bailey-frost@ganymedesolutions.co.uk

​​The ATA Recruitment Annual Contractor Charge Rates Report 2025 is available to download​As the demand for skilled professionals continues to rise, more businesses are turning to skilled contractors and temporary workers to support large-scale projects. With recruiting and retaining permanent employees still a challenge, flexible workforce solutions have become essential for business growth.Covering the following disciplines, we have highlighted the average contractor charge rates across the UK as well as provided you with expert commentary from our specialist contract consultants:​EngineeringMaintenanceManufacturingInterim and Shared Services​If you are a contractor looking for a new assignment or a client looking to use a flexible skilled resource, then please get in touch.​Download the report​​​Get in touch​​As always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2026. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.​​

The 9th edition of ATA Recruitment's Annual Engineering Insights is available to download​We are excited to share the 9th edition of ATA Recruitment’s Annual Engineering Insights Report with you. This data has been compiled from the placements we made in 2025, providing a real-time overview of the average salaries offered across the UK.In addition, the report offers detailed market insights and explores the shifts in candidate behaviour that are driving these changes. We have also included salary trends from the past eight years for further context, helping to illustrate how the market has evolved over time.​​Covering the following disciplines, we have answered some of the most common questions we get asked, as well as providing you with the quantitative data from salary trends:​Maintenance & ServiceQuality & ManufacturingDesign & ProjectsMid ManagementThis data has been generated from the placements we made in 2025, along with various industry survey findings. We trust this will give you a real time overview of the recruitment landscape and average salaries offered across the UK.​​Download the report​​By submitting the above form, you are agreeing to our Privacy Policy.​Get in touch​​As always, we hope the report provides you with the insight as to where your business currently sits in the market, as well as giving you some guidance on how to construct your talent strategy for 2026. If you have any questions or comments on any of the information covered in the report, please do not hesitate to get in touch.​​By submitting the above form, you are agreeing to our Privacy Policy.