Message from the Editor: Technology and Talent Fit

Heat Treat Today publishes twelve print magazines a year and included in each is a letter from the editor. This letter is from the April 2026 Annual Induction Heating & Melting print edition. In today’s letter, Bethany Leone, managing editor at Heat Treat Today, shares her insights on how modern technology shapes not just heat treat operations, but the people those operations can attract — and why understanding the difference between a “high performer” and the right fit may matter more than chasing the unicorn hire.

Twenty first century heat treat operations benefit from adopting new technologies. Beyond technical performance, however, new technologies also play a role in shaping and attracting the modern workforce.

Let me state plainly: this is not a pragmatic assertion to adopt new technologies to satisfy workforce trends. Technological advances should first be evaluated by their technical merit. While not the primary driver, the fact is technology influences hiring realities.

When heat treat shops are looking to attract talent, one key factor — for better or worse — is the appeal of advanced technology. There is a pretty direct relationship between having up-to-date technologies and heat treat operations’ ability to attract leading talent. This was a central point in a conversation I had with Josh Hale at International Search Partners. As we look at an industry seeking to hire young talent and “high performers,” what follows is a summary of nuggets that Josh Hale shared.

“High Performer”?

First, what does “high performer” mean? This definition is probably more important than you think since not every role should be designed for a high performer: the term “high performers” describes individuals who do their job at top level; often these are people who crave ownership, innovation, and drive constant growth in their careers. Their value is pushing and supporting change, and this bent makes them a good fit for dynamic environments in which to keep growing their careers.

A mismatch can occur when single product heat treat operations want a high performer. Since consistency is the priority, making hiring decisions to attract “high performers” can lead to (a) difficulties filling that position and/or (b) such hires looking to change, innovate, or possibly leave that company.

A strong production workforce is essential, but a mismatch can also occur here. High performers in this field will likely rise through the ranks from the shop floor to management positions — they drive their own change and change around them. However, when hiring leads fill these positions inherently built on qualities of dedication and reliable excellence, the same problems arise if they are holding out for a high performer.

Just a quick note: There is fierce competition for production leads from similarly paid, less dangerous jobs (like retail). Josh notes successful companies stay ahead by employing these 21st century changes:

relaxing non-essential barriers (e.g., drug testing, minor record blemishes)
offering flexible schedules
incentivizing overtime opportunities
providing training support

Young Workforce

Look at the world around young people: whether in the classroom or driving their first vehicle, digital integrations have augmented so much of their life and work. Expectations of how systems function have that foundation. Analogue or visibly outdated systems can unintentionally signal technological stagnation, even if the underlying process is sophisticated.

Technology that Attracts

Legacy equipment and systems often deter both young people and high performers before hiring discussions even begin.

What technologies does Josh see attract top talent? In order of importance:

Digital interfaces and controls. Digital systems signal modernity, clarity, and operational control. For many entering or growing their careers in the workforce, this is the baseline expectation of a professional environment.
Clean processes, like induction and vacuum heating. Clean technologies in a historically flame-filled industry speak to innovation and long-term growth.
Internal lab equipment and testing. A culture committed to testing is one that embraces precision, accountability, and continual development.

In Sum

Fit matters. It’s fine to seek a unicorn hire, but unicorns are always hard to find. Figure out what the operation needs — a high performer or someone else — and consider hiring needs during conversations about technology investment.