Looking for Qualified Engineers: Engineering Manager, Sr. Engineer, Program Manager – DIRECT HIRES, MI

May 26th, 2015

Our Clients are looking for the below individuals, strong engineering, DIRECT HIRE POSITIONS.  Email your resume to bsmiles@venteon.us.com or check all our opportunities at www.venteon.us.com


Engineering Manager – Product Development (Direct Opportunity)

  • BSME or BSEE  
  • 10+ years in Mechanical Engineering & technical discussion with parts suppliers.
  • Design experience using CAD (CATIA V5) required.
  • 3+ years group managing experience required.
  • Will lead two engineering groups – liaison and design groups.


Program Manager – Product Development (Direct Opportunity)

  • BSME or BSEE related degree required
  • Must be able to work in a “Start-up” organization environment with unknown processes and procedures
  • Automotive Engineering experience, including:
  • Design/release experience in Vehicle Engineering
  • Background in vehicle development
  • Fundamental understanding in NVH, integration, test development, ride & handling and controls.
  • 15+ years in experience in product development and project management


Senior Engineer – Package Layout Design (Direct Opportunity)  

  • Package layout design & component in vehicle integration design.
  • Market study and benchmarking
  • Clarify market demands and reflect into vehicle package layout design
  • Support digital mock up activity
  • BSME related degree required
  • 5+ years in Mechanical engineering
  • 5+ years using CAD (CATIA V5)

Why Use a Staffing Agency for Engineering Hires?

May 22nd, 2015

An increasingly popular college major today is that of engineering. This means that there will be plenty of engineering graduates flooding the job market in the coming years. This is both a blessing and a curse for companies looking to hire engineers. Not all of them will be qualified for open jobs, while others will be perfect candidates for some open jobs. The best way to make the hiring of an engineer simpler is to work with a staffing agency to bring in the right candidate for the job.

Test the Candidates

One of the most important reasons for using a staffing agency for engineering hires is that the company will be able to test the candidates prior to extending an offer of full-time employment. You can bring in the candidates for a three-month, six-month or custom contract and watch them on the job. You do not even have to tell them that they are being considered for a full-time job. That way, you are seeing how they work and who they are as a person and not an act because they know a full-time job is at stake.

Reduce Hiring Costs

Another advantage of working with a staffing agency when hiring an engineer is that your company will be able to reduce hiring costs. Your HR department can focus on issues within the company instead of spending time looking for new employees. A representative from the staffing agency will come to your company, take a tour, talk with management and get a feel for the company needs when it comes to engineers. They will then use all they learned about the company to find, screen, interview and place engineers when your company requires them.

Save Time

An added benefit of working with a staffing agency for engineering hires is that your company will be able to save time. If an engineering job opens up out of the blue, maybe due to an illness or an employee leaving, the company can fill it almost immediately with an engineer provided by a staffing agency. Staffing agencies are always one step ahead of the game, vetting candidates in advance of companies needing them. This means that the agency will have a list at the ready and can send someone over at a moment’s notice.

Increase Productivity

Does your company need to see a boost in productivity? If so, a staffing agency can help with this goal. Even if you need to bring in an engineer on a temporary basis, he or she will be able to help with an overload of work so your full-time employees are not stuck working overtime. The temporary engineers will also be able to meet deadlines and perform quality work you are accustomed to receiving from your regular staff.
As you can see, working with a staffing agency for engineering hires comes with quite a few benefits. Contact Venteon Staffing today to begin the process.


May 21st, 2015

Director of Engineering

  • Strong track record of leading technical product development teams in automotive
  • Proficient with DFSS, Product Development s/ Six Sigma, the DMAIC process, etc.
  • Can effectively manage teams and processes
  • Proven ability to develop effective new technologies and technological processes for production in the automotive industry
  • Experience in Metallurgy, Material Processes, Interiors and Seating
  • BSME Michigan Technical University


Sales Engineer

  • Experienced in total sales cycle for automotive components
  • Strong technical background; proven ability to learn new technologies
  • Experience in powertrain and electronics within the automotive industry
  • Background in Sales, Design and Quality
  • BSME, Michigan State University


Safety Engineer

  • Proficient in Microsoft Office, MS project, AutoCAD 360, and CATIA V5 design tools
  • Trained on DFMEA (Design Failure Modes Effect Analysis) and Root Cause Analysis
  • Read, comprehend, and utilize vehicle schematics to develop and validate customer test plan for vehicle/part safety requirements
  • Prepare quotes, POs, and Safety Data Reports for a variety of customers using ASCI/Excel.
  • Identify, track, and resolve open issues using knowledge of key crash requirements – FMVSS, IIHS, NHTSA, and Euro NCAP
  • Masters of Science-Biomedical Engineering, Wayne State; Bachelor of Science-Biological Sciences, Wayne State


Electrical Engineer

  • Bachelors of Science in Electrical Engineering (Graduated 2010)
  • Extensive experiences’ with customer walk-throughs to ensure proper communication and completion of projects
  • Experience with Data Center Infrastructure Management programs such as Six Sigma and StruxureWare Operations and Expert
  • Collect and maintain site data for enterprise data centers
  • Knowledge of IntelliCad and AutoCAD
  • Basic understanding of Allen Bradley PLC for 10 Axis CNC Machines

How Strategic Thinking Can Make You a Better Manager

May 15th, 2015

Management is one of those career areas that will always provide a challenge. It’s easy to get caught up in trying to remain in control of everything and everyone on your team, which just creates chaos. Whether you are a new manager or you are seasoned, the missing link that many managers struggle with is the ability to think strategically.

Why is this important? Because just like any other aspect of business, when people and skills are best utilized, the business will thrive. When not used well, or when the right skills are not present, the business will struggle. If you get this right, management becomes more focused and your efforts pay off.

Here are some other reasons how strategic thinking can support your goals of being a better manager.

People need to understand their part in the bigger picture

Engineers and other technically skilled people know how this works. This is because they are analytical thinkers who are project-oriented. Use this to become a more strategic thinking manager. Include your team in strategic planning and innovation – so they are part of the overall development of the business.

Anticipate industry changes and opportunities

As a leader, it’s up to you to always stay one step ahead of the game. This means being involved with industry groups and networking with those who are decision makers to anticipate the future. You may want to consider bringing some people on to your team who are well-connected too.

Staff for upcoming skill needs, not just present projects

Your people are the most critical aspects of business success, therefore as part of your thinking ahead approach you will also want to evaluate skills, training, and experience on your team. Fill in gaps with temporary engineering or technical support, from contractors and temporary employees. This can also work well for seasonal peaks in projects and future needs.

Be strategic with all managerial communications

Being a manager often means having tough conversations with executives and with team members. Use strategy in all your communications, both written and verbal. Speak clearly on topics that pertain to subordinates, be open to questions, and maintain focus on the goals of the company.

Make solid management decisions based on learning

As a manager, your best way of remaining strategic is to embrace the decisions you must make. To do this well, you should always be learning new things. Take advantage of manager training and networking to locate mentors in your field. Base decisions on sound business practices developed out of this knowledge.

How to Prepare Your Staff for New Temporary Engineering Hires

May 7th, 2015

Companies of all sizes require varying staffing needs at different times of the year. Whether the need for temporary employees is due to an increase in client work or because of a busy season, companies will need to prepare their full-time staff for the temporary hires. Here, we will discuss how you can effectively prepare your staff for new temporary engineering hires so the full-time employees are not worried about their jobs.

Reassure Staff Members They are Safe

One of the first things you must do is reassure the existing members of your engineering team that their jobs are safe and secure. Talk to your staff and disclose information about the temporary workers so the staff knows what to expect. Make sure the staff knows and understands what roles the temporary engineering workers will be and how long they will be on the job. Also, make it known that the regular staff will still be expected to contribute to the company and will not be losing their jobs when the temporary staff arrives.

Explain Goals Temporary Engineering Hires Will Meet

The next thing you need to do is explain the goals of temporary engineering hires to your current staff. Let them know why they are being brought into the company, for how long and what they will be asked to accomplish. If the engineering hires are being brought in to work on an existing project, let the employees know who already work on the project so they can prepare to have help. If they are coming in to work on a new project, make sure staff members know that as well.

Define the Roles of the Temporary Engineering Hires

You also need to define the roles that the temporary engineering hires will have once at your company. The roles should be defined to both the temporary engineering hires and the current employees of your company. Both sets of employees need to know where the temporary hires will fit within the hierarchy of the organization and to whom they will report once on the job. This will make any issues about where to report and who has power easy to handle when they arise.

Talk About Advantages of Temporary Engineering Hires

Another good idea is to talk about the advantages of hiring temporary engineering employees with your current staff members. Let them know that they will no longer have to work overtime to complete projects and will be able to have a better work-life balance. Also mention that the additional help will reduce stress levels of overwhelmed employees.

Whenever your company plans to hire temporary engineering workers, the current staff should be prepared so they know what to expect. It will make the transition for everyone easy and hopefully seamless. The team at Venteon Technical Staffing can help your company with this effort with ongoing education and temporary engineering support.

Design Engineer Position – Canton, MI – Direct Hire – $80k

April 27th, 2015

Design Engineer – Canton, MI

Our client, a growing Tier 1/Tier 2 Automotive Supplier in Canton, is looking to grow their engineering team.  This position is for a Design Engineer, with a strong background in CATIA or similar software, and experience with manufacturing and assembly processes.  The right candidate will be someone with a hands-on mentality, that is ready to wear multiple hats in addition to designing.  Product design experience is preferred, and a 4 year degree is a must.

Salary Range – 80,000-90,000


  • 4 Year Degree
  • Strong Design Background
  • Experience with Design for Manufacturing and Assembly
  • Experience with CAE

Send your resume to bray@venteon.us.com  and look at ALL our openings at www.venteon.us.com

Over 40 and Overqualified? Here’s How to Get a Tech Job Anyway

April 24th, 2015

Human resource experts call the phenomenon of candidates who are over 40 and overqualified the “double whammy.” We all know it is illegal to hire candidates based on age, but the sad fact is that candidates who fall into this category are less likely to be chosen for a job at double the rate. Despite the age of 40 and being overqualified, candidates can still obtain jobs in the tech world – if they know how to impress and sell their experience to employers.

Emphasize Capabilities

One of the best ways to secure a tech job despite your age and over qualifications is to emphasize capabilities instead of experience. Talk about your set of skills, what it is you bring to the company and how all of your capabilities will translate to the job if you are hired. Many companies like to hire tech employees based on their capabilities first and their experience second, because they want employees who can take the reigns as soon as they are hired.

Avoid Using Common Age-Related Phrases

Another way to get hired for a tech job when overqualified and over the age of 40 is to avoid using common age-related phrases during a job interview. Those common age-related phrases include any of the following:

  • Years ago.
  • When I was younger.
  • At my age.
  • We used to.
  • Back then.

Provide Solutions to Problems

If you know what some common problems are for a company heading into the job interview, offer solutions to those problems. When you offer solutions, you prove your worth and value to the company and help the interviewer ignore your age and the fact that you might be overqualified for the tech job.

Talk About Commitment

If the interviewer is asking you questions that are hinting at your age, talk about commitment in your answers. Tell the interviewer that you will be committed to the company for at least five years and then ask them how many young job candidates will offer such a lengthy commitment. This shows the company how dedicated you will be, and even put the idea in the interviewers head that hiring an overqualified candidate for the tech job might be better than hiring a younger candidate.

Use the Word ‘Only’

When interviewing for a tech job at the age of 40 and with plenty of qualifications, make sure you use the word ‘only’ in some of your responses. For example, if you are outright asked about your age, make sure you answer using the word ‘only’ in front of your age. This will help to change the thought process of the interviewer.

There is nothing stopping you from securing a tech job over the age of 40. You just need to know how to impress the interviewer and convince them that you are perfect for the position.

Business Development Opportunity – Sales – Account-Executive – Troy, MI

April 22nd, 2015

We are looking for Business Development professionals to join the Venteon Team !


This position will be part of a team that will source, develop, and retain business within a certain specialty and provide superior customer service to Clients.

Essential Responsibilities :

  • Source potential business within a specific area & expertise in a variety of industries.
  • Ability to perform heavy telephone work and build rapport with prospective Clients.
  • Develop and maintain relationships with appropriate decision makers within a company.
  • Assess Client current and future staffing needs; needs could be temporary or permanent.
  • Maintain consistent follow up with current and potential Clients via in-person meetings, phone and marketing campaigns.
  • Make sure all documentation is complete within the internal database.
  • Maintain excellent Employee & Client relationships by conducting on-site visits with Recruiting staff.
  • Educate Client on current hiring trends.
  • Briefing and debriefing of candidates and clients.
  • Negotiate rates with Client that are in line with current employee salaries to obtain the best candidate possible.
  • Responsible for meeting weekly and monthly objectives.
  • Work closely with recruiting staff to fill current positions.
  • Work with internal Recruiters to match the appropriate candidate to the Client need.
  • Mentor and develop new Account Executives and/or Entry-Level Recruiters.
  • Work in conjunction with the Administrative or Accounting team to resolve any invoicing questions.

Key Attributes:

  •  Sales professionals who want to take their experience to the next level; true relationship building.
  • Self-motivated, high achievers.
  • People who enjoy working with people.
  • Candidates who have a high level of energy, sense of urgency, positive attitude and a strong work ethic.
  • Excellent customer service skills


  • 3-5 years direct sales experience.
  • Experience working within a Recruiting or Staffing Industry preferred.
  • Bachelor’s degree

The staffing industry is on the verge of explosion once again. This is an outstanding career opportunity where you will work with the best in our industry.  This is a challenging and rewarding profession with unlimited earning potential dealing with highly educated professionals. We are a growing company and are looking for people that want to be part of a winning team.  Send your information to rwinter@venteon.us.com



Motivated Recruiters Wanted – Booming Staffing Industry – Troy, MI

April 22nd, 2015

We are looking for professional, motivated individuals to join our Venteon Team as a RECRUITER !

This is a wonderful opportunity for career minded entry level professionals.  If you are a career motivated professional we need to talk.

 Why you should consider This Position: The staffing industry is booming once again. This is an outstanding career opportunity where you will work with the best in our industry.  This is a challenging and rewarding profession with unlimited earning potential dealing with highly educated professionals. We are a growing company and are looking for people that want to be part of a winning team.  Send your information to rwinter@venteon.us.com


This position will be part of a team that will recruit, interview and retain individuals within a certain specialty and provide superior customer service to Clients.

 Essential Responsibilities:

  • Recruiting prospective candidates via sourcing, networking, direct contact, and internet recruiting.
  • Conducting interviews with prospective candidates.
  • Development of candidate marketing campaigns.
  • Ability to perform heavy telephone work and build rapport with prospective employees.
  • Participating in recruiting at job fairs, career seminars, etc.
  • Continuous candidate relationship building.
  • Reestablishing contact, updating candidate profiles and identifying viable candidates in our database.
  • Work closely with an Account Executive to fill current positions.
  • Make sure all documentation is complete within the internal database.
  • Maintain excellent Employee & Client relationships by conducting on-site visits with Account Executive.
  • Deal negotiation and closing deals.
  • Briefing and debriefing of candidates and clients.
  • Responsible for meeting weekly and monthly objectives.
  • Work in conjunction with the Administrative or Accounting team to resolve payroll or invoicing questions.

Key Attributes:

  • Recruiting professionals who want to grow and be treated as professionals. Professionals who want to gain experience in Professional Staffing (Accounting, Finance, Engineering, IT or Administrative).
  • Self-motivated, high achievers who are not satisfied with a “desk” job.
  • People who enjoy working with people.
  • Candidates who have a high level of energy, positive attitude and a strong work ethic.
  • Bachelor’s Degree


  • 1-3 years experience within an office environment.
  • Experience working within a Recruiting/HR function or Staffing Industry preferred.
  • Bachelor’s degree




April 21st, 2015

.Net Developer (Mid. Level)

  • This candidate has a very stable work history and great communication. A cutting edge programmer analyst seeking a challenging career opportunity in application development, with over four years of experience in application design, the agile philosophy, mobile web development, and application data modeling.

Technical Skills

  • Programming Skills: C#.NET, MVC, HTML, JavaScript, Jquery, VB.NET, ASP.NET, AJAX, AngularJS, Jquery Mobile, Jquery UI, Phonegap, PHP, Android (Java), C++, SQL
  • Software: MS Office Suite and Open Office Suite, Visual Studio, Eclipse, MS SQL Server
  • Operating Systems: Windows 8, Windows 7, Windows Vista, Windows XP, and Linux Based


Front-End Developer (Up and Comer)

  • This candidate is looking to take the next step in their career. Started with current company 2 years ago and is now looking for a Mid. Level position. This is a candidate that can work independently but is not so experienced they become unaffordable.
  • Developed functional and attractive web applications using HTML, CSS, Javascript and JSP
  • Developed highly specialized jQuery/jQueryUI widgets
  • Developed asynchronous front end interfaces using AJAX
  • Worked directly with clients to develop automated systems to replace manual processes


Lead .Net Developer (Lead or Manager) – Permanent or Contract

  • This is a very Sr. Level Developer that recently moved to SE Michigan.
  • Has 18 years of IT experience across various industries.
  • Served as a Development Manager, Project Manager, Application Architect, Web Developer, Application Developer, Lead Developer, Mentor, and Programmer/Analyst.
  • Areas of expertise include Rich Internet Applications, built primarily on the Microsoft technology stack, specifically in .NET and SQL server, using ASP.NET MVC, jQuery, CSS, WCF, and Silverlight/WPF.