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Specialist technology recruitment

Driving technology leaders forward with precision talent


A technology recruitment firm specialising in semiconductors, power electronics, automotive and xEV, industrial automation, photonics, RF and AI. We find and place the engineers, salespeople and leaders these markets depend on. We have worked in them for fourteen years, and the person you speak to is the person who runs your search.

A semiconductor package on a board, up close

The markets we work in

These are specialist, interconnected technology markets. This is not broad IT or software recruitment.

We speak your language

Briefs are taken in English or German, and searches run across the DACH region, wider Europe and into Asia without a local partner in between. The other language that matters here is the technical one: knowing what a SiC gate driver brief is actually asking for, how that differs from an IGBT module role, and which engineers have genuinely done both.

Why clients come to us

Clients do not come to us because they need a large volume of CVs. They come because the people they need are difficult to identify, approach and assess.

We understand the companies, technologies, products, competitors and candidate market, so we can search beyond the obvious applicants and judge whether someone genuinely fits the position.

You deal with Ramon, throughout

Direct involvement from start to finish. There is no handover to a junior consultant once the search is won.

Fourteen years in these markets

Specialist advanced-technology recruitment since 2012, across semiconductors, power electronics, automotive xEV, industrial automation, photonics and RF.

Precision headhunting, not CV distribution

Searches are run by mapping the market and approaching the right people directly, rather than forwarding whoever is already in a database.

We go and find people

The right person for a search is often not looking when we call. Mapping the market and approaching them directly is how we reach them.

Honest qualification before introduction

Technical experience, motivation, location, compensation and long-term fit are established before a candidate reaches you, not after.

Searches others could not finish

Roles that larger or more generalist firms have struggled with are the ones we are usually called about.

Searches we have run

These are drawn from fourteen years working these markets, including searches completed before Global Technology Recruitment was founded in 2024. Clients are not named.

Power electronics and energy technology, Netherlands

Six months open. Four weeks to hire.

A search that had been open six months, filled in under four weeks

A senior engineering appointment in machine automation for a global power electronics and energy technology manufacturer, based in the Netherlands. The role had been open for roughly six months before we were brought in. It was filled in under four weeks, with a candidate the client described as a perfect match.

Power semiconductors, Europe

A rare combination of technical depth and commercial reach

A senior power semiconductor appointment for an established European manufacturer, requiring an unusual mix of technical product knowledge, commercial capability and existing relationships across the industry.

Industrial technology, Japanese group in Europe

Market knowledge as the whole of the job

A specialist appointment for a major Japanese industrial technology group operating in Europe, where detailed understanding of the market and careful candidate qualification were what made the difference.

What happened next

The measure of a search is not the offer letter. It is where that person is five years later.

  • A field application engineer placed years ago now leads field-application engineering for an image-sensor business across EMEA.
  • Several people placed into the same global semiconductor client are still there five years on, and a number have been promoted internally to principal and senior-manager level.
  • One engineer we placed is now trusted by that client to interview and assess its own new hires.
  • Candidates have come back years later, after a promotion, simply to say thank you.

Tell us what you are trying to hire

Send the role, or send your CV, and it reaches Ramon rather than a queue. If it is not something we can do well, you will be told that straight away rather than a month from now.

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