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Hiring for robotics roles used to mean finding someone handy with a PLC or good at wiring panels. That’s still part of it. But now, the job pool is bigger and includes programmers, integration techs, AI troubleshooters, and candidates who understand how machines and humans work together. 

The need for skilled employees is growing fast, and the old methods aren’t keeping up. Posting on a job board and hoping won’t get you far. To compete, companies need better tools, sharper sourcing, and a plan for keeping their best people from walking. This isn’t a theory. These are tactics that real manufacturers are already using…and they work.

Clear Role Definitions and Skill Profiles

Vague job titles push good candidates away. Listing “robotics expert” doesn’t mean much without context. A robotics technician handles maintenance and troubleshooting. An automation specialist focuses on programming and optimizing systems. Robotics integrators connect hardware and software across platforms. A mechatronics engineer blends electrical, mechanical, and computer systems to build and refine machines. Each role needs different tools and training.

Be specific. If your team uses Universal Robotics arms with PLC logic, say so. Mention ROS, Haas controls, or any custom sensor stacks. Include the software platforms, too. Candidates want to know what they’re walking into, and the right ones will answer faster.

Job listings should reflect real work, not just wish lists. Break down the key tasks and match them to the skills you actually need. That helps filter out noise while catching qualified people who might skip over a broad description.

Make space for learners. Separate what’s required from what’s nice to have. Some applicants might not hold every credential, but they’ve built systems or been trained in ARM Institute Endorsed Programs. That matters more than a long degree list. Tighten your must-haves, open up your maybes. That’s how you build a bench with room to grow.

RoboticsCareer.org makes it easier to find talent trained for real manufacturing roles. By creating an organization profile, you can post jobs, connect with thousands of candidates, and tap into a pipeline built for this field.

Search for Candidates Directly on RoboticsCareer.org

Posting jobs is just one piece. With RoboticsCareer.org, you can actively search for candidates who already have the skills you need. The platform gives you access to thousands of individuals across the country who’ve trained for real roles in robotics and advanced manufacturing.

You can filter by specific job roles, technical skills, certifications, education, and military experience. You’ll see whether someone has completed an ARM Institute Endorsed program or taken part in robotics competitions. It’s designed for manufacturing, so you’re not digging through irrelevant resumes.

Each candidate has a detailed profile that includes their experience, training, and what they’re looking for next. If someone stands out, you can reach out directly through the platform.

Tap Non-Traditional Talent Sources

Plenty of companies chase the same engineering grads. That pool’s shallow and picked over, but there’s more depth in places most employers ignore. Community colleges and workforce programs are producing people who know how to work with their hands and think through system problems. These candidates often come ready to wire a control panel, run ladder logic, or calibrate a sensor without needing months of onboarding.

Veterans bring another advantage. Programs like DOD SkillBridge help transition military personnel into civilian jobs with transferable skills. Many already have experience with systems integration, maintenance protocols & team coordination under pressure. A clear path from service to factory floor gives you a motivated hire who learns fast.

Then there’s the SMART initiative from the ARM Institute Endorsed Program, Carnegie Mellon Robotics Academy. It supports pre-apprenticeships designed for the real-world needs of robotics careers. Stackable credentials let workers build toward long-term roles, while you gain people who already know the environment.

Don’t sit back and wait for polished resumes to roll in. Show up. Bring your team to a local training center. Host a demo day with your equipment. Let students ask questions and see what the work actually looks like. That’s where the right hire often steps forward before they even start job hunting.

Promote Career Pathways Inside the Company

People don’t stick around just for the paycheck. They stay when they can see where the job leads. And in robotics, that path shouldn’t stop at “tech.”

Start with a real structure. Make it clear how someone moves from robotics technician to automation specialist, then to team lead or integrator. Map it out. Put it on paper. The more visible the ladder, the more likely someone is to climb it.

Training plays a big role. Stackable credentials like OEM certifications, ARM Institute Endorsed programs, and recognized microcredentials give your team ways to grow without leaving their current job. They can learn PLC troubleshooting, robot cell programming, or safety systems integration in stages, not all at once.

Don’t rely on job postings to guide internal growth. Set up mentorship networks between plants or shifts. Pair new hires with experienced hands who can show them what the next level actually looks like, beyond what HR puts in a packet.

Also, not everyone wants to manage people. That’s fine. Build progression tracks for hands-on experts. Give them more complex systems, new technologies, or multi-line responsibilities. Let them grow by doing, not just supervising. That's how you keep good workers from walking.

Professional Development That Sticks

Most people want to learn. They just don’t want to do it at 6 p.m. after a full shift. Training needs to fit into the workday if it’s going to stick. Otherwise, you’ll only get a fraction of your team to show up.

Work with local colleges or technical schools that already offer automation & robotics coursework. Many will adjust their schedule or curriculum to match your needs. And don’t limit access to new hires. Mid-career workers are often the best students once they know the training will lead somewhere.

RoboticsCareer.org can help find ARM-Endorsed programs nearby. They’ve been reviewed by actual employers to match what the job requires. That seal means the training covers relevant tools and workflows, not just general topics.

Don’t wait until a new system fails to teach people how it works. Build training time into your launch schedule. Let folks get familiar with tech before it becomes a problem. It saves hours later, and it builds trust faster than any manual ever will.

Compensation and Culture That Keep People

Wages matter, but they’re not the only reason people stay. Skilled robotics professionals have options, and they tend to choose workplaces where they feel challenged, respected, and set up to grow.

Shift flexibility makes a difference. Not everyone wants the same schedule forever, so having options (split shifts, four-tens, rotating weekends) can tip the scales. Pair that with real upskilling paths and technical challenges worth solving, and you're offering more than just a paycheck.

Culture plays out in the day-to-day. Rotate heavy workloads. Cross-train your team so no one gets stuck doing the same thing every shift. Make space for problem-solvers to speak up, and reward that. Create systems that recognize people who take initiative, not just people who hit quotas.

The teams that stick together are usually the ones that learn together, troubleshoot together, and know they’ve got each other’s back. That doesn’t show up in a job post, but it shows up fast on the floor.

Retention Through Engagement

People don’t leave jobs overnight. There are signs before the exit. A well-timed stay interview (just a casual check-in) can surface issues long before someone hands in a badge. Ask what’s working, what’s dragging, and what’s missing. Then fix what you reasonably can.

Don’t just track parts produced or hours logged. Track skill growth. Is that technician learning new systems? Did someone on second shift take on PLC troubleshooting for the first time? Those things count. They’re worth noticing.

Quarterly surveys don’t solve everything, but they do reveal patterns, especially when anonymous. Run them, read them, and actually do something with the results.

Recognition doesn’t need to be flashy. A mention in a meeting. A note from a supervisor. Call out small wins like keeping downtime low during a new install or spotting a fault before it shut down production. These moments build connection and pride.

HR Tech With a Human Brain

Good tools make hiring smoother. Set up automated skill-matching to flag candidates with the right mix of experience, whether that’s PLC programming, FANUC controls, or ROS familiarity. Use parsing software trained specifically for manufacturing so you don’t miss someone just because they worded it differently.

Pay attention to the data. Where do applicants drop off? Which roles get interviews but never hires? That info helps you fix gaps without guessing.

Still, none of that replaces a real conversation. Tech helps filter. It doesn’t hire. For roles with layered tasks or custom systems, nothing beats an in-person walkthrough or hands-on test. Use the software, but don’t forget the shop floor.

Boost Your Employer Brand in Automation

Most candidates want to see what the job looks like before they apply. Show them. Post photos or clips of your robotics systems running. Add project snapshots to your job listings.

If you're a member of the ARM Institute or partnered with endorsed programs, mention it. And if you’re not, become a member of ARM Institute. That tells tech-savvy applicants you’re serious about real training.

Spotlight your team. Short interviews or day-in-the-life profiles help candidates picture themselves in the role. Show how someone moved from wiring panels to leading automation installs.

Don’t make it all about fixing things. Engineers want to build, test, and improve. Let that come through in your messaging.

Build a Workforce That Keeps Up

Hiring for robotics roles isn’t guesswork. Define roles clearly, build real pathways, and show that your company backs up its promises with action. That’s how you attract people who can keep advanced manufacturing running. Keeping them comes from investment in their growth, their time, and their input. 

Resources like RoboticsCareer.org can support your hiring strategy by matching candidates to industry-ready training, including ARM-Endorsed programs. Want to connect with qualified talent faster? Create a profile and get started.

About the Author

Lisa Masciantonio 

Chief Workforce Officer

Advanced Robotics for Manufacturing (ARM) Institute 

Lisa Masciantonio is the Chief Workforce Officer for the Advanced Robotics for Manufacturing (ARM) Institute. She joined the ARM Institute in May 2017 as the Director of Membership and Outreach.  She moved to the position of Chief Workforce Officer in 2019 and she is responsible for driving the Education & Workforce Development vision for ARM in conjunction with the ARM membership, the federal and state government partners, and other expert stakeholders. 

Lisa brings with her over 25 years of experience as a performance-driven leader with notable success in cultivating and executing business strategies and formulating long-term strategic client relationships.  She has proven success in developing business solutions, commercialization of products, technology transfer, and technological initiatives that have supported organizational growth, improved staff productivity, and increased value to many communities of practice. Critical to her success is the ability to increase awareness and drive thought leadership position by designing and executing innovative programs as well as developing and launching new, value-add offerings for ongoing competitiveness. Lisa received a Bachelor’s degree from the Pennsylvania State University and 2 Master’s degrees from Carnegie Mellon University. 

In 2021, Lisa was recognized as one of 20 world-wide Exceptional Women in Robotics and Automation by SME. In 2022, she was recognized by the Pittsburgh Business Times as a Women of Influence and was also part of the inaugural Technical.ly Pittsburgh RealLIST Connectors list, which recognizes the top 100 influential leaders in Pittsburgh tech.