Peter Starling
Commercial Team
Senior Client Partner Technical, Scientific and Emerging Technologies
Introducing Peter
Peter brings over 29 years of extensive recruitment experience to his role at OnTalent, complemented by a strong engineering background. He holds formal qualifications in Electrical & Electronic Engineering, Software Engineering, Mechanical Engineering and a Diploma in Management Studies.
Before relocating to Australia, Peter spent a decade running his own recruitment consultancies after gaining valuable experience at a FTSE-listed recruitment firm. Throughout his career, he has partnered with numerous blue-chip organisations, including Laing O’Rourke, British Airways, Virgin Media, GE (Medical, Engineering and Corporate sectors), Esterline Technologies, Invensys, ABB, DTR VMS, Ford Motor Company, Thales and BAE Systems, as well as innovative SMEs. His work has involved recruiting across multiple regions, including Europe, the Asia Pacific, and the Americas.
As a Client Partner at OnTalent, Peter specialises in recruiting both permanent and contract positions within the professional and technical sectors. He has quickly established a strong track record of success across diverse roles and disciplines, including Engineering, Renewables, Manufacturing, Operations, Oil & Gas, Mining & Resources, Infrastructure and Construction.
Peter’s recruitment expertise spans various role families, including:
- Engineering Managers and Development Managers
- Executive roles (CEO/COO/CFO/CSO/CIO/CTO/MD/GM)
- Project Managers, Project Directors, Planners & Schedulers
- PLC/SCADA/Control Engineers
- Civil, Structural, Building Services Engineers
- Procurement, Supply Chain and Sourcing roles from Graduate to Director level
- Principal Advisors and HSE Superintendents
- Manufacturing Managers and Shift Managers
- Commercial and Program Managers
- Sales & Marketing Managers and Business Development Managers
In these roles, Peter has effectively leveraged his extensive network across the UK, Europe, APAC and the Americas to source and engage top-tier candidates for key positions both nationally and globally.
Partnerships
Case Study
Partner: GenTech
The Importance of a Trusted Relationship
Background
Gentech delivers powerful generating and pumping solutions ranging from portable petrol and diesel powered units, to hard working heavy-duty gensets and battery chargers.
With over 25 years of industry experience, Gentech today leads the pack with its unsurpassed reliability, technological innovation and support of over 550 dealers Australia-wide. Gentech has interstate branch offices and warehouse facilities in Victoria, New South Wales, South Australia, Queensland, North Queensland and Western Australia for sales, spare parts and dealer support. In addition to this, Gentech has representation in New Zealand and the Pacific Islands.
In 2022, Gentech Generators joined White International’s range of premium brands, an Australian family-owned company for over 45 years located in Milperra, NSW.
Gentech is represented by the slogan ‘Generators You Can Trust’ and believes you can trust Gentech because of its commitment and experience within the industry. Gentech offers qualified industry expertise, quality manufacturing, design to the highest standards, excellent sales support both here in Australia and internationally.
In 2023, GenTech sought to fill four critical management roles:
- Risk and Sustainability Manager,
- HR Manager,
- Quality Manager, and
- Supply Chain Manager.
These positions were essential for supporting the company’s rapid expansion and required candidates who not only had the necessary technical skills but also aligned with the company’s culture and values.
Key Challenges
Upon receiving the recruitment brief, several challenges were anticipated:
- Travel Requirements: The roles demanded a significant travel commitment across multiple sites, which could deter potential candidates.
- Technical Expertise: The depth of experience required for each role was considerable, with some positions needing specialised knowledge.
- Cultural Fit: Given GenTech’s status as a family business in high growth mode, it was crucial to find candidates who were resilient and could thrive in a grassroots or greenfield environment. They needed to be hands-on and adaptable.
- Engagement with Senior Leadership: The new hires would interact with a senior leadership team that had over 25 years of experience within the company, requiring strong interpersonal skills and the ability to build trust quickly.
Solution
The collaboration between GenTech and OnTalent presented several opportunities:
- High-Level Service Delivery: OnTalent was committed to providing exceptional service, utilising extensive networks to source suitable candidates effectively.
- Experience in High-Growth Recruitment: With a track record of recruiting for high-growth businesses, OnTalent understood the unique mix of capabilities required in structured and unstructured environments.
- Streamlined Recruitment Process: The ability to manage a large-scale recruitment effort across three locations ensured that GenTech received a comprehensive shortlist of high-calibre candidates in a timely manner.
Outcome
The partnership resulted in significant outcomes for GenTech:
- Successful Recruitment: All four key roles were filled within a tight timeline. The candidates selected were high-calibre individuals who aligned with the company’s growth strategy.
- Sustainability Strategy Implementation: The newly appointed Risk and Sustainability Manager was tasked with developing a sustainability framework, a critical requirement as businesses are increasingly held accountable for their sustainability practices.
- Transformative Leadership: The HR Manager now oversees the entire HR and safety strategy, filling a critical gap in the organisation. The Quality and Supply Chain Managers brought about necessary changes in leadership and direction for their respective functions.
Reflection on the Recruitment Process
Looking back, the recruitment strategy appeared effective. Both the Managing Director and CFO provided positive feedback, indicating satisfaction with the outcomes. No areas for improvement were identified at that time.
Importance of Trust in Long-Term Partnerships
Trust emerged as a fundamental element in building a deep, long-term partnership. Regular updates and transparent communication throughout the recruitment process helped foster confidence among line managers and candidates alike. This transparency ensured all parties were well-informed and engaged.
Conclusion
The strategic partnership between GenTech and OnTalent proved to be mutually beneficial. By successfully addressing the challenges and capitalising on opportunities, the recruitment process not only filled critical roles but also positioned GenTech for sustained growth. The positive feedback from leadership underscores the effectiveness of a trust-based partnership in achieving strategic objectives. The CFO’s willingness to provide recommendations further solidifies this partnership’s success.
Testimonials
Over the last decade, Peter has helped me build amazing world beating teams.Peter possesses an impressive knowledge of the engineering and scientific industries and a sharp eye for matching candidates with the right opportunities. His communication skills are exemplary, ensuring that both candidates and hiring managers are kept well-informed throughout the recruitment process. Peter consistently goes above and beyond to create a positive and professional experience for all parties involved.Peter takes the time to understand the unique needs and preferences of both clients and candidates, resulting in successful placements that align with the long-term goals of all parties. He brings a positive attitude, enthusiasm, and a strong work ethic to every project. His strong passion for connecting the right people with the right opportunities is evident in every interaction.
I had the pleasure of working with Peter during my recent job search, and I highly recommend him as a recruiter. He is exceptionally professional and transparent throughout the entire recruitment process. He takes the time to understand your profile and is genuinely invested in ensuring you are well-prepared for success. Peter consistently follows up with both the candidate and the hiring company, providing timely updates and valuable support every step of the way. His dedication and proactive communication make a significant difference.
