Posting and praying doesn't work for operational leadership roles.

Most recruiting firms post your role on the same boards you're already using, then send you a stack of résumés to sort through yourself. We don't do that. We go directly to people who are already employed and performing — leaders we know by name, by track record, by fit. You see 3–5 vetted candidates, not 50 unfiltered ones. If previous recruiters wasted your time, it's probably because they were doing the same thing you were doing, just charging you for it.

You could. And if your internal team has deep networks in operational leadership across manufacturing, distribution, logistics, and retail — and the bandwidth to run a targeted outbound search while doing their day job — then you probably should. But most HR teams are generalists filling dozens of roles. They're great at what they do, but reaching passive senior operators isn't their specialty. The cost of a bad hire or a role that stays open for six months almost always exceeds what you'd pay us. One of our clients put it well: "The amount of vetting and pre-work stress it took off my plate is so worth the expense."

Most of our searches close in about two months. Some faster — we've placed 6 leaders in 2 months for one client, and found a software developer in under two months after the company had been searching for almost two years on their own. The first step is a single discovery call. From there, you'll typically see a curated shortlist within 2–4 weeks.

That's more common than you'd think — and it's actually one of the most valuable parts of our process. The discovery call isn't just about filling a req. It's about understanding what your business needs right now. Do you need someone to build from scratch? Stabilize something that's broken? Scale what's working? Those are four very different leaders. We help you get clear on which one before we start searching, so you don't end up hiring the wrong kind of right person.

We work on a retained or contingent basis depending on the engagement. Fees are based on the role's compensation level and the complexity of the search. We're transparent about pricing on our first call — no surprises, no hidden costs. If it doesn't make financial sense for your situation, we'll tell you. We'd rather be upfront than waste anyone's time.

We've spent 23 years building our network and expertise in these industries specifically. If your hiring need is in a different space, we'll tell you — and if we know someone who's a better fit, we're happy to point you in the right direction. Specialization is what makes our placements stick.

Less than you'd expect. The biggest time commitment is the talent strategy call — usually 30–45 minutes. After that, we do the heavy lifting. You'll review a shortlist of 3–5 candidates with detailed write-ups, then interview the ones you're interested in. One client told us: "During this process I wasn't stressed out or pulled from the work I was supposed to be doing." That's the goal.