Manufacturing jobs are changing fast, and automation is the biggest force behind it. Six in ten (59%) manufacturers cited automation and half (50%) cited wider digitalisation as trends changing jobs and skills needs, according to Make UK's 2030 Skills: Closing the Gap report. The same report found that 74% expect demand for cognitive and meta-cognitive skills to increase by 2030 (Make UK, 2024).
The skills employers want are moving towards problem-solving, data reading and remote judgement. That shift is exactly what reshapes field roles. When a sensor and a secure connection can flag a fault before it stops a line, the question becomes less about who is nearest the machine and more about who can interpret the data and guide a fix.
There is clear room to grow. The UK ranks just 24th in global robotics density, and targeted innovation and digital investment could add £150 billion to the UK's GDP by 2035, according to Make UK's Making it Smarter report. As more plants connect their equipment, the demand for engineers who can support them remotely rises with it.
The old model tied an engineer to a patch: a cluster of customer sites within a reasonable drive. Remote support loosens that tie. Diagnostics, software updates and guided repairs can run from a central location, so employers can base skilled people near a specialist hub, a training centre, or even at home, rather than scattered across every region a customer sits in.
Upskilling is a big part of the plan. 40% of manufacturers are looking to upskill their existing workforce, specifically for redeployment as a result of automation and digitalisation, and this figure increases for firms with more than 1,000 employees, according to Make UK's Executive Survey 2026. For field engineers, redeployment often means moving from pure hands-on work to a blend of remote support and targeted on-site visits.
Adoption still varies widely, which keeps a mix of roles alive. The International Federation of Robotics reported UK utilisation of industrial robots substantially lags internationally, using only 101 robots per 10,000 workers in 2020, as set out in the Smart Machines Strategy 2035. So for now, employers need engineers who can work remotely and still travel when a job demands physical hands.
Start by rewriting the job around outcomes, not a postcode. If the role is mostly remote diagnostics with occasional visits, say so, and name the travel radius clearly. A wider talent pool opens up the moment location stops being the first filter.
Test for the skills that matter now. With 74% of manufacturers expecting demand for cognitive and meta-cognitive skills to increase by 2030 (Make UK, 2024), you want evidence of data interpretation, calm problem-solving under pressure and clear communication with a customer who may be holding the spanner at the other end.
Speed protects quality. The best engineers are often mid-conversation with another employer, so a slow process costs you the person, not just the time.
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Our recruitment agent manages recruitment end to end for 8% on a successful hire, with no monthly fee and no upfront cost, through Reed.ai. Tell us the split between remote support and site visits, and we will start building your shortlist today.
