Marcus Webster explains how Webster & Webster Associates works as a boutique recruiting and executive-search firm focused on embedded systems and IoT/IIoT roles across North America and Europe, covering engineering, product management, technical sales, marketing, and leadership hires. The emphasis is on finding scarce, domain-specific talent that can ship real products and navigate customer-facing realities, not just interview well. https://www.websterandwebster.com/
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A recurring theme is fit beyond keywords: technical depth, cultural alignment, and the practical “company fit” that determines whether someone will thrive in a given roadmap, org structure, and go-to-market motion. He describes looking for “diamonds in the rough” by triangulating signals like real embedded experience, problem-solving habits, and communication style, then supporting candidates with resume tuning, interview prep, and offer context to improve outcome quality and long-term value.
There’s also a skills message aimed at engineers: build a T-shaped profile with at least three strong areas, spanning low-level embedded work (firmware, MCU/SoC, drivers, RTOS/Linux) and higher-level system thinking (networking, cloud connectivity, product constraints), while treating AI tooling as part of the modern workflow. He points to “YouTube university,” AI chatbots, and community learning as ways to keep pace without waiting for formal training, especially when stacks evolve quickly.
The conversation was filmed on the show floor at Embedded World North America 2025, where community nodes and meetups help people learn from peers and discover roles they wouldn’t find via generic job boards. Webster highlights cross-border mobility as normal in this market: EU↔US moves, plus work across Japan, Korea, and Taiwan, with sensitivity to cultural differences in outreach, interviewing, and negotiation.
Finally, he clarifies the business model: candidates don’t pay, and client companies fund the search, with the recruiter operating more like an external talent partner than HR. Beyond introductions, they share live market signal—hiring velocity, role demand, and compensation ranges—so CEOs and hiring managers can calibrate plans, and candidates can aim their next move with clearer expectation and zero candidate fee.
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