7 Field Service Leaders. 1 Topic - How to Get Interviewed
Oct 15, 2026 · 1 hr 7 min · 8 segments
Seven Field Service leaders, Guy Eid…
Oct 15, 2026 · 1 hr 7 min · 8 segments
Seven Field Service leaders, Guy Eid…
Um, so you have to th- look at a couple of different, um, aspects of the role that you need to fill, which is one based around the equipment.
You know, where I work, we have a broad scope of equipment, and also the service delivery for different pieces of equipment may be different, so we may be looking for different types of engineers.
But we also don't wanna make it too equipment centric in the job description or the posting because, you know, it's really the skills required to work on that equipment.
You know, the background, whether it's automation or different types of, uh, specific, uh, technical skills, right? So we wanna make sure we cast a wide net.
You know, customer skills, uh, the ability to, to, to, to work independently, to, to, to manage billing and administrative work.
And then the last thing that's really important, uh, is geography, right? You know, so you, you're, you're really targeting specific areas.
Um, and, and these are kind of the first elements that you'll use to then, you know, pare down the candidate pool.
Uh, 'cause, you know, we'll post jobs, and we'll get people from all over the country applying for a role that's specific to, like, Boston.
You know, so it's really trying to make the job description as clear as possible, but also not make it so restrictive that it scares people off, especially, you know, when you have somebody that could adapt to a role, right? You don't wanna exclude.
Um, you know, a good field engineer with good technical skills should be able to be trained to, you know, adapt to our equipment, right? You know, and, and I think sometimes managers look too much, "I need somebody that knows exactly how to fix this device." But that doesn't exist anywhere but here, right? So you need to really think differently when you, when you write an external posting.
Um, I think one thing that I'd, I'd mention, I mean, obviously Gerry's given a, a, a great overview.
I think, um, one, one perspective is look at, you know, why are you hiring a position in the first place, you know.
Is it the team is growing, you're adding to the team? Is it that someone has left? And, um, I think one thing as a manager I'm always keeping in mind is, is the balance within the team.
Um, you know, you want experience, but you also want people with less experience to, to have that, that, that whole range.
Um, so you have to th- look at a couple of different, um, aspects of the role that you need to fill, which is one based around the equipment.
You know, where I work, we have a broad scope of equipment, and also the service delivery for different pieces of equipment may be different, so we may be looking for different types of engineers.
But we also don't wanna make it too equipment centric in the job description or the posting because, you know, it's really the skills required to work on that equipment.
You know, the background, whether it's automation or different types of, uh, specific, uh, technical skills, right? So we wanna make sure we cast a wide net.
You know, customer skills, uh, the ability to, to, to, to work independently, to, to, to manage billing and administrative work.
And then the last thing that's really important, uh, is geography, right? You know, so you, you're, you're really targeting specific areas.
Um, and, and these are kind of the first elements that you'll use to then, you know, pare down the candidate pool.
Uh, 'cause, you know, we'll post jobs, and we'll get people from all over the country applying for a role that's specific to, like, Boston.
You know, so it's really trying to make the job description as clear as possible, but also not make it so restrictive that it scares people off, especially, you know, when you have somebody that could adapt to a role, right? You don't wanna exclude.
Um, you know, a good field engineer with good technical skills should be able to be trained to, you know, adapt to our equipment, right? You know, and, and I think sometimes managers look too much, "I need somebody that knows exactly how to fix this device." But that doesn't exist anywhere but here, right? So you need to really think differently when you, when you write an external posting.
Um, I think one thing that I'd, I'd mention, I mean, obviously Gerry's given a, a, a great overview.
I think, um, one, one perspective is look at, you know, why are you hiring a position in the first place, you know.
Is it the team is growing, you're adding to the team? Is it that someone has left? And, um, I think one thing as a manager I'm always keeping in mind is, is the balance within the team.
Um, you know, you want experience, but you also want people with less experience to, to have that, that, that whole range.
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