Permanent & Contract Recruitment for Manufacturing Professionals

"It takes experience and intuition to detect what clients want while anticipating what they need. That's the Shanklin difference."

-Joy Shanklin, Founder and President



Joy leads Shanklin & Associates with the same passion she exhibited as an electrical engineer, having earned her BSEE from The Ohio State University. For over 10 years, she worked as an engineer in design, applications and sales roles in the United States and in Europe for firms including Babcock & Wilcox, ABB and Caterpillar.

For the past 15 years, her practical, real-world engineering experience has driven our successful results, providing genuine insights into the complexities of engineering and manufacturing organizations while building strong connections with candidates.

Joy is a leader and active participant in numerous industry-related organizations and affiliate-based networks including The Institute of Electrical and Electronics Engineers (IEEE), The American Society of Mechanical Engineers (ASME), NACE (The Corrosion Society) and the Top Echelon Network.

She is also recognized as the IEEE Cleveland Regional Secretary as well as the founding Industry Track Chair for IEEE’s EnergyTech Conference.

Shanklin & Associates is a certified Woman Owned Small Business (WOSB).

Contact Joy to learn more
View Joy’s LinkedIn profile


  • Engineering
    • Biomedical
    • Chemical
    • Computer Science
    • Electrical
    • Environmental
    • Industrial & Systems
    • Materials Science
    • Mechanical
    • Petroleum
    • Welding
  • Operations
    • Manufacturing
    • Material Control
    • Production/Process Control
  • Marketing / Sales
    • Account Managers
    • Sales Engineers
    • Application Engineers
    • Business Development
    • Project Management


The Ohio State University

BS, Electrical Engineering

Ohio State Engineering


  • IEEE
  • NACE
  • ASME

Our Process

When you’re in the business of people, there is little margin for error. Our unique, 5-step elimination process is designed to deliver only the most qualified candidates. The rigor of this process increases the likelihood of productive placements.


Identifying ideal candidates is a mix of advertising, referrals and honest-to-goodness networking. Over the years, we have built long-lasting relationships that have yielded high-caliber referrals.

We also maintain a strong online presence in the executive job site arena and broker candidates through an extensive recruitment network as a result of our affiliations with select industry-related organizations like The Institute of Electrical & Electronics Engineers (IEEE).

Our qualification process comprises a minimum of 4 investigative conversations with a candidate in various environments; with the initial interview conducted by phone. We do this to maintain the level of objectivity needed to focus purely on a candidate’s abilities and communication skills. This sets a foundation based on quality to ensure an effective relationship for both parties.

Our goal is simple: provide the necessary resistance to eliminate mismatches. That means adhering strictly to our preset criteria and qualifying questions without bias.

Building a solid relationship based on trust with both our clients and candidates greatly diminishes the possibility of unexpected disappointments like having a candidate turn down an offer, accept a competitor’s offer or accept a counter-offer from their current company. We do this with ongoing dialog, advice and the exchange of critical information.
One of the most crucial steps – often ignored by typical recruiting methods – is the period between a job offer and hire date. We bridge this gap with constant communication and close contact allowing us to foresee, prepare for and prevent potential disruptions like counter-offers, competitive offers, family situations or candidate hesitancies.
Finally, we take the necessary measures to ensure both candidate and client remain satisfied. In order to retain their working relationship, we stay in regular contact with each candidate as they adjust to their new role. This serves two functions:

  •  It allows us to maintain a trusted – yet arbitrary – presence with which the new employee can talk
  •  It provides an early detection system should issues arise that would normally go unnoticed