Formnext Connect highlights: day 1 (10.11.2020)

SLM Solutions Launch additive manufacturing machine 3d printing

Sustainability, optimism, and enthusiasm. These are the key words we would use to describe the first day of Formnext 2020.

Here are our top 3 highlights from today:


1. SLM Solutions Launches groundbreaking new 12-laser, 20x faster metal 3D Printer

SLM Solutions’ CEO, Meddah Hadjar, calls the new machine “the start of a new era in manufacturing”. SLM Solutions has today launched a new machine in a new technology series, and what they call the boldest and most game changing machine to date: NXG XII 600.

The new SLM machine has 12 lasers and is lightening fast. The machine is designed and optimized for high-volume, serial production, and will be an important integration into serial production using additive manufacturing. Exciting!

Read more about the machine here and watch the launch video here.


2. Formnext Startup Challenge Impact Award

For the first time, the Formnext Startup Challenge included a specific Impact Award, an award focused on startups that take important steps in making the additive manufacturing industry more sustainable.

The winner of the Impact Award, MolyWorks, has invented a closed loop metal recycling system turning metal scrap into metal powder, and turning that into parts. MolyWorks’ invention and drive is an important step towards enabling the circular economy and we are excited to follow them!


3. Great partnerships announced

DyeMansion announced several partnerships in their endeavour to industrialise additive manufacturing. The new partnerships include Siemens, Paragon, and Digital Manufacturing Centre in the UK.

Read more about the partnerships here.

An additional partnership announcement coming from Formnext is Stratasys teaming up with nTopology to design tools that will help manufacturers to move through product development and production quicker, combining Stratasys’ expertise with the powerful software platform from nTopology.


Follow us on LinkedIn for more updates, and make sure you catch tomorrow’s top 3 highlights!

Let us help and guide you

At Alexander Daniels Global, we are specialized in recruitment for the additive manufacturing industry. If you have any questions or if there is anything you would like to discuss, please do not hesitate to reach out to us – we are happy to help!

5 job-hunting nightmares to avoid this halloween

5 job hunting nightmares to avoid

Searching for a new job can seem daunting to some, and outright horrifying to others. Fear not – we are here to help you avoid some classic nightmares this Halloween!

1. Mass send-outs of your CV

Carpet bombing CV’s to different companies without a targeted approach and without adapting the CV to a specific job description is a scarily bad tactic and it can be a nightmare for the receiver! You are not generic, so your CV should not be either.

Check out our CV advice here.

2. Ghosting

Make sure you show up (and in time) to your job interview. Nothing sends a worse signal to the recruiter or hiring manager than someone being late, or entirely forgetting or ditching the interview without notice.

3. Make your job search your sole focus in life

We all need interaction and variety, so make sure the job search does not consume your entire life. Otherwise, you may find yourself being sucked out of energy and motivation to keep searching very quickly.

4. Searching the same place as others

Public job boards are arguably the easiest way to look for new opportunities, but it is also where you will find the most competition; try and expand your search to networking, referrals, and recommendations. And while job searching is a personal experience, share it with friends and family – who knows, perhaps someone in their network can help you out. 

How to network online in Additive Manufacturing.

5. Being too humble

Do not be afraid to push yourself forward and blow your own trumpet – that is how you sell yourself and how you make yourself stand out to recruiters and hiring managers. Confidence, not arrogance, is key.

Let us help and guide you

At Alexander Daniels Global, we are specialized in recruitment for the additive manufacturing industry. If you have any questions or if there is anything you would like to discuss, please do not hesitate to reach out to us – we are happy to help!

how to be a good remote manager

how to be a good remote manager

How do you manage your remote team well? And how can you be a good remote manager?

We share some of our advice, to help you become a better remote manager in additive manufacturing.

1. Communiate often

Communication and transparency is key now more than ever before. Make sure you communicate often, both on a one-to-one basis and as a collective team, and encourage your team to communicate with each other.

2.  Set goals

Set up regular and realistic goals to keep your employees engaged and focused. Make sure your team shares their progress on their projects, to create a sense of achievement.

3. Maintain culture

Focus on maintaining company culture virtually – make sure you talk about something other than work as well and make sure to celebrate the wins together.

Try and do virtual team building events too. There’s an increasing amount out there: 

4. Show compassion

Show compassion towards your remote team and understand that people deal differently with working remotely – some people thrive with it and some people feel uncomfortable. Make sure you listen to each individual.

5. Motivate your employees

Motivate your employees. Keeping up motivation is one of the negative sides to remote working. Make sure you keep up employee morale.

E.g. by recognizing good performance, staying positive, reinforce your purpose, and be transparent.

6. Maintain work-life balance

Maintain work-life balance. Give your team flexibility to set their own schedules, and promote healthy habits. Be the role model for a good work-life balance, and do not for example message your employees late at night.

Let us help and guide you

At Alexander Daniels Global, we are specialized in recruitment for the additive manufacturing industry. If you have any questions or if there is anything you would like to discuss, please do not hesitate to reach out to us – we are happy to help!

How to online network in additive manufacturing

networking additive manufacturing

The additive manufacturing industry is normally full of networking events, trade shows and meet-ups. Due to Covid-19 restrictions, a lot of these events have moved online. While it’s easy to attend an online webinar or talk, how do you make the most out of general online networking and actually interact?

We share some of our advice, to get you on track for online networking in additive manufacturing:

1. Make a good impression

A good impression is as important online as offline.

Make sure you present yourself in the most professional manner; if you are using LinkedIn to network and connect with people, make sure your profile and photo are up to date. 

If you attend virtual networking events, dress professionally even though you are sitting at home. Virtual networking events can be tricky if you wish to make conversation and actively participate. Lagging connections or multiple people attempting to speak at the same time can come across as interruptive and rude. Make it known that you wish to interact and let the moderator steer you into the conversation.

2. Keep in touch

Success in online networking isn’t about having a large number of connections that you will never speak to. Being selective with who you connect and taking the time to find the right people and strike up a conversation can yield more successful long-term connections.

3. It’s a two-way street

Don’t just turn to your network when YOU need them. Give something back; share interesting news, comments and posts and ask how you can help. You want to be seen as a resource to others. When you then eventually ask for help, be specific and not pushy.

4. Choose the right channel

LinkedIn is the natural choice for a lot of people when it comes to networking. But keep your eyes out for other channels like online communities, LinkedIn Groups, forums and joining virtual conferences and events. Building a digital presence across several platforms may help you build your ‘personal brand’ and increase the chances of people recognising you, digitally.


Check out some forums and groups listed here:

5. When you can, take it offline

We will meet again, after Covid-19. There will be conferences, networking events and meetups – eventually. When it is possible, take your networking offline to strengthen your relationships. It may be as simple as chatting over a coffee or taking a break at an event you’re both attending.

Want to connect with us?

Follow us on LinkedIn to keep up to date on new jobs, more career advice, etc.

What does good employee management look like in a time of crisis?

How to manage employees coronavirus crisis (2)

How you manage your employees now, in the Coronavirus crisis, will leave a mark on your business long term. It will affect your employer branding, employee engagement and your reputation in the rather small additive manufacturing industry. So, what does good employee management look like in a crisis? Here are some tips and advice.

1. Create trust by transparency

Trust in leadership additive manufacturing

Trust is an important factor in any good employee management. According to Deloitte, trust starts with transparency.

It is an uncertain time for everyone, and whilst there may be some details that you cannot share with your employees, it is highly advised that you keep your employees in the loop as much as possible. Brief them on your organisation’s Coronavirus response and how the business is going, to the extent it is possible.

Relationship is about ‘knowing’ your employees, so make sure to engage in their situations. Lastly, experience is about whether you reliably do what you say. In uncertain times, trust is increasingly reliant on your demonstrated ability to act on and address unprecedented situations.

2. Answer your employee’s questions

Stakeholder management is a natural part of any crisis management. But the employees are often overlooked. According to Deloitte, nearly 30% of crisis professionals believe that employees are the most overlooked stakeholders when their organization is dealing with a crisis.

Though there may be questions you cannot answer, it is important to show that you try. As an example, you could create a publicly available Q&A section on your website or host virtual ‘office hour’ where employees can dial in and ask questions.

3. Understand that your employees deal differently

Some people thrive in a flexible environment and being able to work from home, and some people struggle to not have a fixed schedule, a fixed place to be, and to not be surrounded by colleagues. It is a weird time, so help your employees understand that it is normal if they are not at their maximum productivity level right now.

Have open chats with your employees to try and find out how they are dealing and what issues that may cause a low productivity or demotivation and try to help them.

Empathy in leadership additive manufacturing

4. Layoff with compassion

Sometimes firing is a necessary evil. For many companies, both in- and outside of the additive manufacturing industry, this is the case now due to the Coronavirus pandemic and the economic crisis that follows. While there is no right way to fire someone, it is important to do it with compassion. Here are some simple principles to make the uncomfortable situation more graceful and humane

1. Have the conversation in person (or in a virtual meeting)

Take your time to have the conversation with the affected employee in person or in a virtual call. Do not simply leave them with a redundancy email. You want to split with your employee on as good terms as possible. This is especially true if you are letting your employee go as a direct consequence of the economic crisis – because it may turn out, that you will be able to hire back that person as we come out of the crisis.

2. Keep it short and to the point

3. Be helpful

Empathize with your employee and offer them all the help you can give them – offer to write a reference letter and offer offboarding using an outplacement service. We can help you with outplacement services, read more here.

5. being a good virtual manager

Leading a virtual team comes with many challenges. Here are a few simple tips on how to be a good virtual manager:

Communicate regularly

– both on a one-to-one basis and as a collective team, and encourage your team to communicate with each other

Create routines

Schedule regular meetings and agendas and keep the line of communication open

Use video

Now that we are not physically meeting each other, it is important to use video as a tool of communication. Being able to actually see people gives you insight into how the other person is feeling, making it easier to manage them

Talk about something other than work

Make sure your meetings are not all about work – after all, the watercooler moments now have to happen online

The additive manufacturing industry is still rather small, and the pool of talent is scarce, making it ever more important that your organization maintains and manages your employer branding by, first and foremost, treating your employees right. How you behave now may affect your ability to retain your best talent, and recruit great talent, when prospects start to improve.

Let us help and guide you

At Alexander Daniels Global, we are specialized in recruitment for the additive manufacturing industry. If you have any questions or if there is anything you would like to discuss, please do not hesitate to reach out to us – we are happy to help!

Interim: a solution to crisis management

interim management additive manufacturing

“Never let a good crisis go to waste”

Winston Churchill

While this quote may sound cynical, it could be the turning point for a business. The coronavirus pandemic is a global crisis, and while many companies are downsizing, this may be a great opportunity to implement a low risk, low cost form of hiring, and hiring for skills critical in a time of crisis.

In times of crisis, what were previously ‘non-issues’ or ‘minor weaknesses’ suddenly become clearer and more threatening than ever. In times of crisis, businesses must review strategies, client terms, essential tasks, and so on. In times of crisis, leadership requires different skills than leadership in good times. Skills that may not be found in current management.

This is where the interim management solution comes into play. Interim employees are professionals working in a company on a temporary basis, often to fill a skills gap or to tackle a specific project or task.

Interim managers with a different skill set

In challenging times, interim managers can be ‘injected’ into a business to deal with with controversial and sensitive problems, and take an (often much needed) objective review of the business – a review which is necessary for a business to come out of the crisis in the best possible way. Interim managers are often characterized by a high level of independence, problem-solving competences and a strong will to succeed. Companies benefit from the flexibility and specialized knowledge of the interim manager, as well as being able to temporarily hire to bridge a skills-gap that fits that situation.

Janina Kugel, former Chief HR Officer at Siemens, says in an open video at Forbes, “Usually topics like empathy, agility, resilience and network are dismissed as ‘nice to have’. But exactly these skills are vital in a crisis”. If these skills are not found in current management, hiring an interim manager to help deal with the crisis could be a vital turning point for the business.

Flexibility and uncertainty drive the need for interim solutions

The interim employee solution to help deal with crisis, does not only apply to management, but could reach much further. For the additive manufacturing industry, the current coronavirus pandemic has prompted temporary and permanent layoffs. Moreover, the crisis creates uncertainty about the stability of future economies, making it difficult for companies to predict future revenue and therefore future hiring needs. Uncertainty and a need for flexibility is a driving factor for interim amongst businesses, where they may have permanent hiring freezes in place. The layoffs in the AM industry has created a pool of experienced additive manufacturing professionals, who may be available for interim assignments. This is a unique opportunity for businesses to ‘not let the crisis go to waste’ and hire talented professionals on an interim basis.

Examples of interim

Examples of what interim projects are focused on are

  • Change Management
  • Process Optimization
  • Project Management
  • Cost Reduction
  • Business Management.

According to the (Dachgesellschaft Deutsches Interim Management e.V.), 77% of organisations taking on interim employees say that the project could not have been solved internally, underlining the importance of a fresh perspective. In Germany, the average daily fee for an interim manager is €1200 and interim contracts last on average 160 days (

Besides the immediate benefits of interim hiring, there are also long-term benefits of the interim hiring for organisation. Particularly, knowledge transfer. The knowledge and expertise the interim hire comes in with will be transferred to your team and remain long after the interim has left.

Tell us your experiences 

At Alexander Daniels Global, we are working on interim projects in the AM industry, and they would like to invite AM businesses to share their approach, thoughts or questions regarding working with interim talent. As a thank you for completing this 2-5 min survey, you will receive a free version of our Additive Manufacturing Talent Market Whitepaper.

Digital Additive Manufacturing / 3D Printing Events

Free digital Additive Manufacturing and 3D Printing Events

Springtime usually equals trade-show time.
With the current crisis however, the event calendar is looking much leaner with most trade shows, networking events and seminars being cancelled.

Luckily, we live in a time where technology helps us stay connected and being on the forefront of digitalisation, different parts of the additive manufacturing industry has created an array of digital events; events that will help you learn, grow and stay connected with the AM community

april 27th – april 28th

Digital Additive Manufacturing Marathon

Link3D, Rapid + TCT, Aerodef and 3DNatives are hosting the first Digital AM Marathon, focused on globally connecting the industry. This event comes just a week after the Rapid + TCT show was meant to be held in California. The event will have 40+ presentations from AM leaders like HP, Carbon and SLM Solutions. The event will also include virtual networking sessions to connect the community.

April 29th – May 20th

Additive Manufacturing webinars from the MTC

The MTC is offering a series of free webinars where you can develop your understanding of AM at different levels. The webinars are split in four different focuses:

  • Powder Management for AM
  • Design for AM
  • Intro to AM
  • Developing a business case to adopt AM


Virtual networking events by Women in 3D Printing

Instead of the regular chapter networking events, the Women in 3D Printing organisation is also going digital. They regularly post events and digital meetups on their LinkedIn page. 

May 27th

AM Medical Virtual Summit by ASME

Medical AM has never been more relevant than now. The ASME has created this event with the goal of bridging the gap between medicine, engineering and manufacturing. Join the virtual summit and get insights from thought-leaders and join technical sessions.

May 6th onwards

Webinars with GE Additive

Spend the extra time you may have on learning new aspects of the additive manufacturing industry. GE Additive offers free live webinars on several different topics like ‘Understanding Qualification and Industrialization’ and ‘Materials Engineering in Additive: From Powder to Production’

alexander daniels global is a recruitment company specialized in additive manufacturing

At Alexander Daniels Global, we have a simple vision:
‘To enable the Industrial Revolution in Additive Manufacturing through talent.’  We support organisations in the additive manufacturing industry to achieve their strategic objectives by partnering with them to identify, attract, engage and recruit high calibre professionals globally. We also work with talented individuals to source opportunities which will add value to their career.

The 3d printing industry's fight against coronavirus

Companies, individuals, organisations and communities from all across the additive manufacturing industry are coming together to help combat the Covid-19 crisis. It is encouraging and inspiring to see the numerous initiatives, work groups, and knowledge sharing going on in the community.


Some of the great initiatives are

The Mobility Goes Additive network has set up a 3D Printing pandemic task force to find ways the technology can be utilized in the fight against the pandemic.

HP is mobilizing their capabilities and machines to print ventilator valves, breathing filters, face mask clasps and door handle adapters to allow opening doors with your elbow.

Materialise has created a freely available 3D print design for door handle add-on that lets you open the door with your elbow.

Several individuals and organisations on social media are offering their expertise, help and facilities to help develop and print parts that will potentially be required by the healthcare systems around the world. Examples:

  • Individual offering his research group’s metal and polymer 3D printing systems up for printing necessary parts
  • This public Google Sheet, which was set up to gather makers from around the world, to provide their advice, services and other help. In just four days, nearly 3000 makers or AM professionals have joined the list.

Ricoh has offered to produce vital components for ventilators

Christian Fracassi, founder and CEO of Isinnova, printing respirator parts for hospitals for free, to help keep coronavirus patients alive.

This list is far from exhaustive, as so many initiatives are happening daily!


What other great initiatives have you seen out there to help combat the corona-virus?

Hiring in a crisis: what, how and why

Hiring in a crisis; what, how and why do it?

The Covid-19 pandemic spreads across the world and impacts economies, businesses and personal life. Increasing measures of isolation sees companies halting certain activities, including hiring. Employers are struggling to continue the hiring processes they started before the pandemic. This is because travel restrictions, quarantine, and other safety precautions are hindering face-to-face interviews. The following is our advice to companies in additive manufacturing on how to deal with hiring in a pandemic.

Hiring in a crisis - what, how and why

Why companies should not stop their hiring processes

As a reaction to the uncertainty of the coronavirus situation, companies are putting some things on pause. This includes their hiring processes. However, as it is uncertain how long this crisis is likely to last, postponing hiring for an indefinite amount of time can have significant impact on the business and its efficacy during the crisis. As the coronavirus isn’t a systematic impact on the market, but rather a shock-effect, there will likely be a sharp downturn in markets across the world, followed by a sharp upturn. By putting off hiring until the crisis is over, companies might lose the advantage to benefit from the upturn; companies may find themselves in a rather difficult situation if the market rebounds and they are then embroiled in hiring, as opposed to focusing on taking advantage of a recovering and fast growing market.

Why companies should hire and onboard Sales and Application Engineers – now

Firstly, as some companies are currently laying staff off or cutting commissions and bonuses, candidates who would have never previously moved jobs, may now be more open to moving, as they are not tied to future commissions, or may even be at risk in their current companies.

Secondly, onboarding in this period, where the markets are slow and most people have been instructed to work from home, the newly hired employees will have more time to onboard. They will have more time to understand the company, speak to colleagues, learn about the products/services and understand the way the company works. Colleagues will have more time available to invest in supporting their onboarding as well. It will mean that somebody could more seamlessly integrate into the business and can hit the ground running once the crisis is over. This is crucial for both sales and application engineers as they need to understand the products and services thoroughly before getting in contact with clients.

Lastly, if companies have hired and onboarded good sales people or application engineers during the crisis, they will be well positioned to help you take advantage of the growth opportunities when the sharp upturn comes.


Hiring in a crisis

1. Replace face-to-face interviews with online video interviews

With travel restrictions in place all over the world, it is increasingly difficult for people to meet face-to-face. Moreover, many will not want to meet face-to-face in fear of contamination. Video interviewing and video conferencing are great alternatives. We live in a digital age where there is an array of video conferencing tools, the most popular being Microsoft Teams, Zoom, and Skype.

Nick Pearce, Director and Founder of Alexander Daniels Global, says video conferencing can yield just as great results as face-to-face interviews;

“As an example, I have placed a Senior VP of Sales into an organization, who had five interviews, all of which were conducted by video conferencing. People from all over the world, from different parts of the business were connected. The decision to hire this very senior person was made, without any one of the people inside the organisation meeting the candidate physically,” says Nick Pearce.

“Another example is of a person who was required to relocate to another country for a job. Seven video interviews were held, and the person was hired without having physically met the people in the company that they were now moving countries for.” Nick continues.


2. Structured Process

Key to making video interviewing work is to adopt a structured hiring approach. It is vital to a successful video interview, that the company takes the time to get to know the candidate; establish rapport, ask questions about their background and experience, and do some competency-based assessment during the interviews.


3. Clear Communication

Having a clear communication and clear course of action is crucial to making remote hiring work.

  • Make sure all of the decision makers within the business have contact with the intended candidate
  • Agree on a clear process and set deadlines for everyone to follow structure
  • Be in consistent contact with the candidates to ensure their engagement and limit their fears during this turbulent time

As long as these initiatives are taken, decisions can and should still be made using video conferencing and remote hiring.


What about the fear of downsizing?

Another important consideration from companies during this crisis is the need for downsizing; one reaction to a crisis, and turndown in revenue or cashflow issues, would be to cut the headcount.

The same consequence as above applies; if this sharp downturn is followed by a sharp upturn, downsizing could see businesses lose knowledge and resources that are instrumental in taking advantage of the upturn and growth in the market coming out of the crisis. Cutting back on personnel is a short-term fix, that could ultimately impact the business more in the long term.

“Realistically, businesses are going to cut back on costs, but there is only so much fat to trim off a business. If a company starts cutting into the muscle of the business, they are effectively cutting into the strength that is going to help the business get through this crisis and succeed after the crisis”, says Nick Pearce.

Looking at the ‘fat’ of a business, means looking at where you could cut costs, and what roles or people that don’t create value to your business.

“Off the back of the financial crisis of 2008, business have been and continue to be quite lean. This means that there is a genuine risk of business cutting away muscle. I think it is important for businesses to look more long term in making any decisions around downsizing,” Nick continues.


What are the alternatives to downsizing?

There are a number of ways companies can reduce employee costs without cutting headcount. This way, they are less likely to suffer the above-mentioned consequences of losing muscle, knowledge and resources.

Reducing bonus payments. As a means to cut costs, companies could look at reducing bonus payments or cutting bonus payments for a period of time.

Reduce salaries temporarily. To ensure your employees’ keep their jobs, you can choose to reduce salaries across the board, for a limited period of time.

Enforce holidays. For European businesses, it may be possible to enforce holidays. What companies don’t want is to see people being unproductive for the next month or so, and then taking a month off in August, like many Europeans do. Enforcing people to take two to three weeks of their holiday now, may be another way to get through this low productivity period that we will see as a result of the crisis.

As recruiters, Alexander Daniels Global advice both companies and candidates to be patient with one another in these testing times. Although video interviews will speed up the process, candidates must be patient, as companies are setting up contingency plans and try to deal with the dynamic situation at hand. Likewise, companies must be patient with candidates and understand the raised level of fear and precautions.

Let us help and guide you

At Alexander Daniels Global, we are specialized in recruitment for the additive manufacturing industry. If you have any questions or if there is anything you would like to discuss, please do not hesitate to reach out to us – we are happy to help!

Salary 3d Printing

Salaries 3D Printing


What is the salary benchmark in 3D Printing?

This question is answered by the 2019 Salary Survey for 3D printing, available for free download here.

The report uncovers the average salaries for the 3D printing industry; across key geographic regions, six job disciplines and several levels of seniority.

Each year, Alexander Daniels Global surveys professionals and companies from across the industry, to provide a comprehensive insight into salaries, hiring trends, attitudes towards salaries, benefits and motivations. The survey is an invaluable tool for both employers and professionals to understand the salary landscape.

This report seeks to answer the burning questions both 3D printing employers and professionals in the 3d Printing industry may have.

  • It provides insights for 3D printing employers to assist their talent strategy for 2020.
  • It provides 3D printing professionals with a salary benchmark to enable comparison


salary survey 3d Printing

47-page report packed with quantitative and qualitative analysis provided by 3D printing recruitment experts.

Explore average salaries across several seniority levels, six key disciplines and key regions (EMEA, APAC and North America). Explore what the talent wants; intentions to change jobs, motivations, drivers, valued benefits and more. Explore hiring trends, in-demand roles and skills, hiring intentions, and the market trends.

The report includes the following

  • Market overview
  • Market trends
  • Global War for Talent
    • What does the talent market look like?
    • What do the employers demand?
  • What attracts talent?
    • Motivations for changing jobs
    • Career Progression spotlight
    • Desired employee benefits
    • Salary competitiveness
  • Top tips on attracting and retaining talent
  • Salary Analysis by discipline; Service Engineering, Application and Consulting, Software, Marketing, R&D and engineering, Sales


We are a recruitment company specialized in the 3D printing and additive manufacturing industry. We help talented professionals find jobs and we help organisations find talented professionals.