How we recruit operators by the hour
Every dataset we deliver starts with a roster. Before a single frame is recorded, someone has to find the textile worker with fifteen years at the loom, confirm they are who they say they are, agree on a rate, and schedule them around their actual job.
We source through three channels: direct relationships with employers who want their operators' expertise captured, referrals from operators already in our network, and open recruiting in regions where the industry is concentrated. Referrals produce the best retention, so we pay for them.
The employer channel is the one we invest in hardest, because it brings a site rather than a person. We hold agreements with boutique workshops, contract factories, large manufacturing plants, bottling and packaging lines, chip makers, foundries and machine shops, textile mills, food and cold-chain processing, logistics and fulfilment centres, and specialized production facilities, across the regions where each trade sits.
A signed site gives us four things a lone operator cannot: a roster, a shift schedule, a floor we are allowed to film, and a manager who answers the phone at six in the morning. It also lets a program grow from one bench to several plants without starting the search again.
Vetting is practical rather than credential-based for floor work. We ask operators to perform a short segment of the task on camera and have a domain reviewer confirm the technique. For expert programs like oncology, we verify board certification and current practice.
Operators are paid hourly for capture sessions, with a premium for full-shift recordings and for wearing equipment. Contract and full-time arrangements are available for programs that run for months. Paying well is the cheapest quality-control measure we have found. Sites are paid for the access and the disruption, which is what makes plant managers take the second call.
If you run a data company and need operators in an industry we have not touched, or a site in a region we are not in yet, tell us the domain. Recruiting is the part we are built for.