• We respond quickly and communicate transparently. This is part of our philosophy. Salary expectations and job requirements are discussed from the very beginning of the process.

• We are also quite selective in our decision-making. If we have any doubts about a candidate, we will not make an offer to avoid any risk. This protects both the company and the candidate from a potentially unsuccessful match.

• We typically conduct one or two interviews. For technician positions, one interview is sufficient, combined with a technical assessment to identify any training or development needs after hiring (training is foreseen on their level and path).

• We provide competitive and fair job offers, always aligned with our internal salary benchmarks. This ensures consistency and helps avoid discussions or misunderstandings afterwards.

• Technicians will have a training foreseen, matched on their level of experience. When the test was 100% and there is already experience with machines, we will not give the things he/she already knows. On the other hand, we will invest more in someone when the test shows some room for improvement before he/she will go on the field. Normally a new technician will have his/hers 2-3 weeks in our workshop to get to learn our machines.

• Every new employee receives a structured onboarding on their first day, which I personally coordinate. I have attached an example so you can see how we plan this process.

• After approximately 1 to 1.5 months, we schedule a follow-up conversation to gather feedback and identify opportunities to further improve our onboarding experience.

You will join a team of employees who share a genuine passion for technology and engineering. Over the years, we have built extensive technical expertise and established long-term, sustainable relationships with our customers.

The role offers a high degree of variety, allowing technicians to gain experience across different product groups. Many technicians naturally develop a preference or specialization, and SMT strives to take these interests into account when planning interventions and assignments.

We strongly encourage internal growth and career development. Employees have opportunities to progress within the organization, including transitions between blue-collar and white-collar positions. In addition, technicians can advance through several technical levels, supported by training programs and continuous learning opportunities.