CrimsonXT partnered with a fast-growing US supply chain automation consultancy to support a critical hire during a surge in project demand. Specialising in warehouse robotics and material handling systems, the client designs, engineers and implements complex automated solutions through its advanced WES/WCS platform. We first met at a trade show in Atlanta in 2024 and began working together at the start of 2025. Having already placed a Senior Applications Engineer and a VP of Engineering with their team, we were approached to deliver again, this time on an urgent requirement for a remote Mechanical Project Engineer in the US.

 

Challenge

The business needed an experienced Mechanical Project Engineer to step in quickly and help manage the design of newly sold systems. With multiple projects landing at once, the existing team, already stretched, was struggling to maintain momentum.

The brief was specific: a minimum of ten years’ experience in warehouse automation, strong technical ability, and the confidence to work fully remotely. On top of this, the COO asked for the hire to be completed within four weeks, including interview stages, all while balancing a budget that might not typically attract candidates of this calibre. Without an internal HR function, the pressure of recruitment fell directly on senior leadership, who needed a trusted partner to step in.

 

engineering automation warehouse

 

Solution

Because we already understood the company’s culture, leadership style and technical requirements, our Automation team could move at speed. We immediately tapped into our network and shortlisted two strong candidates. One of them had been in touch with CrimsonXT previously, and we knew his current employer was going through structural changes that could put him on the market. When we reconnected, it quickly became clear that the timing was right.
To our client’s advantage, this candidate had worked with the COO before, which meant both sides already had mutual respect and trust. We guided both parties through the process, ensuring expectations were aligned, and within days an interview was set up. The COO recognised the opportunity to bring in someone who not only met the technical requirements but could also integrate seamlessly into the team from day one.

 

Impact

From receiving the brief to securing the signed offer, the entire process took just two weeks. The candidate has now been in post for four months and is already driving projects forward while helping the business prepare for 2026 initiatives. Feedback from both sides has been extremely positive, with the new hire hitting the ground running and blending naturally with the existing team.

 

 

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