Hire people who know your plant's work.

The shortlist

A shortlist built around your plant

The Six-Step Search

How the search works

1. Search Calibration

   We start inside your plant, by phone or on site. We ask about the product, the process, the equipment brands, the shift pattern, union status and the exact problem this hire must solve in the first year. Then we write the profile down, challenge pay and scope against the market, and agree what a strong candidate truly looks like.

2. Market Mapping

   Next we chart who holds this job today. That means peer plants in your region and beyond, suppliers who run the same process, customers who audit similar lines, and shops that train strong people. The map shows where talent clusters, which employers lose people, where the strongest operators sit, and which targets deserve a first call.

3. Professional Contact Intelligence

   A name on a chart is not yet a conversation. We work out how to reach each person directly and professionally, whether at work, by mobile phone or through a trusted referral. Good contact work protects confidentiality, respects the candidate's current employer, and puts your search in front of busy people in a respectful, discreet way.

   We check professional contact routes and approach candidates discreetly, without making your plant or vacancy public unless you approve.

4. Persistent Personalized Outreach

   Employed specialists rarely answer the first message. We keep reaching out, and each approach carries a specific reason to talk, such as the equipment, the line, the growth of the plant or the scope of the seat. We follow up politely and often until the person answers, even when they say they are happy where they are.

5. Live Candidate Qualification

   Every candidate speaks with a recruiter who understands the work. We test hands-on scope, the machines and systems they have really run, the results they own, why they would move, and whether they will relocate, commute or travel. We drop anyone who fits the title but not your plant, and we say why.

   We talk through decisions, equipment, results and reasons for moving, then distinguish direct experience from skills that would need support.

6. Candidate Intelligence and Process Support

   You receive a short list with a written brief on each finalist, including honest concerns and what to probe in interviews. We coordinate schedules, carry feedback in both directions, help shape the offer, and stay with the candidate through resignation and counteroffers, so the hire starts, settles in and stays.

   We explain motivation, practical constraints and concerns, support interviews, and keep offer decisions with your hiring team.

What did the last empty seat cost you?

How long did your last search take? How much did the empty seat cost while you waited?

Put your own cover costs and lost production into the Cost-of-Vacancy calculator. It uses your numbers, not a claim about what another plant loses.