Today, we're talking to Martin Hill who co-founded Race Technology nearly 25 years ago, with fellow PhD student Andy Durant while at Nottingham University.
Race-technology.com designs and manufactures testing and scrutineering systems used across motorsport and automotive industries.
Listen on Spotify or Apple Podcasts, or, watch the video below.
Who are Race Technology?
Race Technology's core business spans several areas: data logging systems for race scrutineering (used in over 20 championships worldwide), precision brake testing equipment for major manufacturers like Ford and Porsche, and vehicle instrumentation. With fewer than 20 employees, the company maintains a tight-knit team where roles often overlap and everyone can see their direct impact.
Hands-on Experience vs Academic Qualifications
When it comes to recruitment, Hill emphasises that passion and hands-on experience might appeal more than academic achievement.
In the podcast, I found the emphasis on having a relevant hobby very interesting. Martin talks about how he values candidates who pursue relevant hobbies in their spare time - whether that's coding, electronics or working on cars.
On that note, don't worry if you have some of the skills, the passion and drive to achieve something more. Race Technology recently begun taking on degree apprentices, offering an attractive path that combines practical experience with academic qualifications without the burden of university debt.
Put simply, win a motorsports job, and then work for your degree.
Make the Opportunity for Yourself
Hill's advice for those seeking roles in motorsport is refreshingly straightforward:
Follow your passion and don't wait for job adverts. He encourages prospective candidates to approach companies directly, even when they're not actively recruiting. SME companies like Race Technology are often willing to create roles for exceptional candidates who show genuine enthusiasm and relevant experience.
The advice to reach out to companies directly is a recurring theme in our interviews, and, as it turns out, it's something that a lot of candidates don't think to do. In our survey, we found that as few as 19% of our respondents chose to "cold call" a potential future employer (either by phone or email).
