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Robotics and automation are now a normal part of manufacturing. More and more companies are leaning into these systems to keep up, but there's a catch...hiring folks who have the skills and knowledge to work with these systems? That’s proving to be a real challenge.

Finding people with the right robotics background, people who can actually build, run, and improve these systems, isn’t as easy as it sounds. And to make things more complicated, you need folks who aren’t only robotics-savvy, but who also get how AI fits into the picture. That combo? Super valuable.

That’s where RoboticsCareer.org comes in. It’s a go-to spot for connecting with trained robotics talent, from those just breaking into the industry all the way up to seasoned pros. Think of it like a shortcut to finding the right skills, without the guesswork.

What Skills Matter Most for Today’s Top Robotics Talent

Saying a robotics professional only needs “technical skills” doesn’t really cut it anymore. The roles have evolved, and so have the expectations. Companies aren’t just looking for folks who can operate a robot. They need people who can really make these systems work in complex, real-world environments. 

Luckily, the ARM Institute has already outlined what those skills look like. Their competency framework on RoboticsCareer.org defines the technical and workforce competencies needed for robotics careers today, helping employers and job seekers stay aligned.

One big piece of that puzzle is PLC programming, especially for robotic integration. It’s not just about knowing how to program; it’s about making sure the robots work in sync with other systems on the floor. 

Then there’s hands-on experience with specific industrial robots. If someone’s worked with big names like Yaskawa, FANUC, Universal Robotics, or ABB, that’s a major plus. Companies don’t want to start from scratch. They want people who already speak the robot’s “language.”

AI skills are becoming essential too. Tools that are making automation smarter and more reliable like setting up robot vision systems, so machines can identify objects or people in their environment, or using machine learning to predict maintenance issues before something breaks.

Another skill that’s quickly become valuable is simulation and digital twin know-how. Before rolling out a new setup, companies want to test things virtually. Being able to build and interpret those simulations saves time and money on the floor.

Another skill that tends to get overlooked is systems integration. It’s not flashy, but it matters a lot. You need someone who can make different machines, sensors, and software systems work together without a hitch.

Smarter Ways to Find Robotics Pros

Finding skilled robotics professionals isn’t about posting the same job ad across the internet and collecting applications. You’ve got to get a  more strategic approach, especially now that demand for talent is higher than ever.

Start building relationships with universities and vocational schools that focus on robotics and automation. These places are turning out grads who’ve already had hands-on training with the exact tech companies are using.

Professional organizations can be another solid lead. Groups like the ARM Institute, A3, SME, and AMT have deep roots in the robotics community. Tapping into their events, networks, and member directories can connect you with experienced professionals you might not find through the usual channels.

Then there are job boards built specifically for robotics and automation, like RoboticsCareer.org. It’s more than just a channel to post openings; it’s a platform designed to match candidates based on the exact skills that today’s roles demand. That includes everything from PLC programming and hands-on experience with robotics systems to AI, simulation, and systems integration. RoboticsCareer.org isn’t a generic hiring site, but one made for this space. Setting up an organization profile here can connect you with candidates who are already working in robotics or actively looking to break in.

Internships and apprenticeships offer real experience, especially to students or career changers, and help build your own talent pipeline over time. You train people your way and give them a reason to stick around.

And here’s something companies don’t always think about: military veterans. A lot of them come out of service with seriously strong technical skills, from working on complex machinery to troubleshooting under pressure. With the right transition support, they are an amazing fit in robotics roles.

Writing Job Descriptions That Actually Work

Writing a good job post is harder than it looks. You’d think putting a role out there would get people excited, but if the description is vague, or stuffed with tech buzzwords, most job seekers are going to scroll past it.

You have to be clear and specific. For example, don’t say “experience with robotics preferred,” sayay what kind of robotics. Are you talking PLC programming? Working with ABB or FANUC arms? Maybe someone who’s built AI vision systems or trained models for predictive maintenance? Spell it out. The right people will spot it immediately and think, “Oh yeah, I can actually do that.”

Mention how they’ll grow in the role. Top candidates want to learn. They want to stretch their skills, take on cool projects, maybe even lead a team down the line. If your company supports that, even in small ways, that’s something to call out.

Also, it doesn’t hurt to share a bit about what you’re building. If your company’s doing interesting stuff with robotics or AI, talk about it. You don’t have to give too much away, just enough so candidates get a sense that the work is meaningful and not just keeping machines running for the sake of it.

Be upfront about pay and benefits. People want to know. It doesn’t have to be exact down to the dollar, but a range shows transparency, and it weeds out folks who aren’t in the same ballpark.

Last thing: job titles actually matter. “Engineer I” or “Technical Specialist” could mean anything. Try something like “Robotics Engineer – AI Vision Systems” or “Automation Tech – PLC & Integration.” That way, people know what they’re applying for before they even open the full listing.

Need a head start? RoboticsCareer.org offers free job description templates tailored to in-demand roles. Each one is tagged with the skills required for both entry-level and advanced positions, so you’re not starting from scratch. Create an account here to access our free job description templates

Assessing Robotics and AI Proficiency

Hiring someone for a robotics or AI role takes more than just a resume and a handshake. These roles ask for a mix of solid technical ability, real-world experience, and the kind of thinking that doesn’t crack under pressure.

One thing that helps is including a practical exercise or technical assessment somewhere in the process. This can give you a feel for how the person approaches a challenge. Maybe it’s walking through a PLC setup or troubleshooting a robotic vision issue. It’s not about if they get it right, but how they get there.

You’ll also want to ask about specific projects they’ve been a part of. What they worked on, how they tackled problems, and what the results were. That’ll give you a better sense of what kind of thinking you’re dealing with.

Bring in someone from your current robotics or controls team. They’ll know what to ask on the technical side, and they’ll probably catch things you wouldn’t.

And don’t forget about problem-solving. Robotics systems fail. Things glitch, parts go out of sync, and someone’s gotta figure it out quickly. So you’re not just hiring for what they know, but how they react when stuff breaks.

Lastly, look for curiosity. The technology in this space changes fast. Someone who wants to keep learning and stay up to speed? That’s the kind of mindset that tends to last.

A Smarter Way to Find Robotics Talent

Finding qualified robotics talent isn’t easy, but RoboticsCareer.org is built to make it a lot less painful. It gives employers access to a national database of vetted robotics professionals, so instead of casting a wide net and hoping for the best, you’re starting with people who already have the skills you're looking for. 

To get started, create your free organization profile on RoboticsCareer.org. Here you can post jobs and connect directly with qualified candidates.

One of the most useful features is the searchable directory of training programs. Let’s say you’re trying to find someone who’s worked with ABB systems or has a background in AI vision, this tool helps you track down candidates who’ve trained in those exact areas.

The curated job listing platform also helps you skip the noise. Jobs posted through RoboticsCareer.org go directly to folks already working in, or aiming for, roles in robotics and automation. You’re not competing with every generic tech posting out there.

And then there’s the ARM Institute endorsement. Certain training programs listed on the site have gone through an endorsement process backed by the ARM Institute, which means candidates coming out of those programs have been through quality, industry-recognized instruction. That adds a layer of confidence when hiring.

RoboticsCareer.org offers tools and connections for upskilling your current team, too. So if you've already got a good workforce and just need to level them up for more advanced robotics roles, they’ve got you covered.

Keeping the People You Worked Hard to Find

Hiring someone great is tough. But losing that same person a year later? That’s where things really start hurting, and leads to lost time, extra hiring costs, and all that knowledge walking out the door. And in robotics, especially, good people are not easy to replace.

One thing that makes a difference is offering real development opportunities. Robotics and AI are changing fast, so giving your team access to new tools, training, or just space to explore actually matters.

Also, culture counts. People want to feel like what they’re building is going somewhere. Making the workplace open to new ideas, encouraging people to test things, even letting them fail once in a while without crushing them, helps more than you’d think.

Most importantly, recognize people’s work. It might be a raise, sure, but it could also be trust. Letting someone lead a new project, or even just saying “you nailed that” in front of the team all adds up.

Ready to Find the Talent You’ve Been Looking For?

Creating a free organization profile on RoboticsCareer.org is the first step to finding the talent your team needs. Once you’re in, you can search a national pool of robotics professionals, post open roles, and connect with training programs that align with your hiring needs. You can even explore ways to upskill your current workforce, all in one platform built specifically for robotics and automation hiring.

No hoops, no fluff, just a better way to hire. Create a profile today and build the team that’ll move your operation forward.