Talent acquisition 01
Screen, examine, and shortlist the right hire
A recruitment partner for lubricant and grease businesses: define the role, screen for real technical fit, run exams and interview rounds, and present a shortlist you can decide on with evidence.
Why this service
Technical hiring is not general staffing
A blending plant, grease line or QC laboratory fails quietly when the wrong person is hired. Lubechem works as a recruitment agency for lubricant, grease and additive manufacturers — matching R&D chemists, plant managers, laboratory technicians and field sales talent to roles that demand real product and process understanding.
We do not stop at collecting CVs. We help you write a clear role brief, screen against that brief, run written or practical examinations where useful, and structure interview rounds so the final shortlist is already vetted for technical and behavioural fit.
Clear role definition
A practical brief that separates must-have technical skills from nice-to-have experience.
Evidence-based shortlist
Candidates who have passed screening and, where agreed, a written or practical examination.
Interview-ready process
Structured rounds so your plant, QC and commercial stakeholders assess the same criteria.
Service lens
Test before you interview at length
A short, role-specific examination filters candidates who look strong on paper but cannot demonstrate the technical baseline your plant or laboratory needs.
- 01Role-aligned questions
- 02Consistent scoring
- 03Fewer wasted interview hours
Interview discipline
Structure every interview round
Screening, technical and leadership rounds use the same scorecard so different interviewers compare candidates fairly instead of relying on gut feel alone.
- 01Shared scorecard
- 02Technical deep-dive
- 03Final offer-ready shortlist
Who it is for
Built for lubricant and grease operations
The scope stays close to roles where product chemistry, plant practice or laboratory discipline matter.
- Lubricant and grease manufacturers
- New plants needing a first technical team
- Private-label and toll blending businesses
- QC and R&D laboratories
- Additive and specialty-fluid producers
- Distributors building a technical sales desk
What you receive
Useful hiring outputs, not a pile of unread CVs
Every engagement is scoped around a hire or workforce need your team can decide on with evidence.
Role and competency brief
Job purpose, reporting line, must-have skills, preferred experience and success criteria for the first 90 days.
Sourcing and screening
Active search plus review of relevant profiles from our industry candidate database where available.
Technical examination
Written or practical tests aligned to the role — formulation basics, QC methods, plant practice or sales technical questions.
Multi-round interviews
Coordinated screening, technical and leadership rounds with scorecards your team can reuse.
Final shortlist pack
Ranked candidates with screening notes, exam outcomes and interview summaries — ready for your offer decision.
How the engagement works
A clear route from brief to shortlist
First agree the role and constraints, then screen, examine and interview against that agreed bar.
- 1
Capture the hiring need
Confirm headcount, urgency, location, compensation band and whether the role is permanent, contract or project-based.
- 2
Define the role honestly
Translate plant reality into a brief: products, equipment, standards, language and decision rights.
- 3
Source and pre-screen
Search, database review and first-pass screening against the agreed criteria.
- 4
Examine and interview
Run agreed tests and interview rounds; eliminate early where the technical bar is not met.
- 5
Present and support hire
Deliver the shortlist pack and support reference checks and joining coordination as agreed.
Ways to engage
Start focused. Expand only when it adds value.
Final scope, timing and fees are confirmed after a short requirement review.
One critical hire
Single-role search
- Role brief and scorecard
- Screening and shortlist
- One exam + interview cycle
New or expanding plants
Plant team build
- Multiple linked roles
- Shared competency framework
- Phased hiring calendar
Ongoing hiring need
Retained technical recruitment
- Priority search capacity
- Database refresh
- Quarterly hiring review
Before we begin
Information that helps us scope the work
- Role title and reporting structure
- Products, plant size and key equipment
- Must-have qualifications and experience
- Location, shift pattern and language needs
- Compensation band and joining timeline
- Any internal interview panel constraints
Connected practice
Services that often sit beside recruitment
Hiring works better when onboarding, plant readiness and technical leadership are planned together.
Common questions
What clients usually ask first
Do you only recruit for lubricant companies?
Yes. The practice is focused on lubricant, grease, additive and related plant or laboratory roles where technical screening adds real value.
Can you run written examinations?
Yes. Exams can cover formulation basics, QC methods, plant SOPs, safety awareness or sales technical knowledge, tailored to the role you are filling.
How many interview rounds do you typically run?
Most technical hires need a screening call, a technical round and a final leadership or ownership round. We adjust the sequence to your panel and urgency.
Do you supply candidates from a database as well?
Yes. Where suitable profiles exist, we review our candidate database in parallel with active sourcing. See the manpower supply service for database-led placements.
Is this the same as operator training?
No. Recruitment fills roles. Technical training develops people already in your team. Many clients use both.
Start with the real hiring need
Tell us the role, the plant context and the date you need people.
Share the position, location and whether you need a full examination-led process or a database-led shortlist. We will recommend a sensible first scope.
Start a recruitment discussion