About us
About Manufacturing Headhunters
Manufacturing Headhunters recruits manufacturing professionals nationwide.
This is what we do all day: recruit manufacturing professionals.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
Manufacturing-only recruiting. Based in Miami. Searching nationwide.
- No upfront fee
- Pay only if you hire
- Manufacturing only
- We reach people who aren't on job boards
- Replacement guarantee on standard searches
Who we are?
Manufacturing Headhunters is a specialist recruiting firm for manufacturing, based in Miami. We recruit nationwide in all 50 states for local, relocation and traveling roles. We work on contingency: no upfront fee, you pay only if you hire. Our work starts with the seat you need to fill and the problem that person must solve on your floor.
A plant is not a collection of interchangeable job titles. A maintenance opening may call for someone who can trace an electrical fault while production is stopped. A quality opening may need someone who can challenge a weak corrective action before an auditor does. We ask about that work before we decide who belongs in your search.
The plant matters as much as the title. We want to know what you make, how you make it and which decisions the new hire will own. Shift coverage and the reporting line can change who will consider the role. So can the difference between a stable operation and a site that needs someone to put things right.
You do not need a finished job description to open that conversation. Tell us where the work is getting stuck and who handles it today. A title can come later if the responsibilities are not settled. We can talk through whether you need a hands-on specialist, a working lead or someone who can build the function around the people already there.
What should you know about part of a family of specialist firms?
We belong to a group of recruiting brands run from Miami. Each is built around one industry. The reason is practical: the recruiter working your search should already know the jobs, the titles, the certifications and where the good people work. You should not have to explain the basics of your plant before you can explain the hire.
For manufacturing, that means knowing why a machinist and a machine operator are not automatically the same fit. It means asking which quality system the person has worked under, rather than treating every audit as equivalent. It also means understanding when a certificate is useful evidence and when you still need to hear how someone handled the work.
An industry focus does not mean pretending every search is straightforward. We may need to challenge the responsibilities you have combined into one job or discuss why an employed person would leave for it. That conversation belongs at the start. It is better to settle the brief with you than send people who cannot do what the plant needs.
Ready to start? Tell us the seat.
What should you know about how we work?
Search Calibration establishes the job and the hiring decision; Market Mapping identifies relevant backgrounds; Professional Contact Intelligence helps us work out how to reach the people doing that work now. Persistent Personalized Outreach opens a conversation with those people, Live Candidate Qualification tests the fit, and Candidate Intelligence and Process Support gives you the context needed to interview and make a decision. We keep the search tied to the agreed brief, rather than letting the available resumes decide what the role becomes.
What we recruit?
From plant manager to CNC machinist. We recruit the people who lead manufacturing operations and the skilled people who keep them running. That includes engineers who improve a process, maintenance technicians who find the cause of a stoppage and quality staff who check whether the product meets the requirement.
We also cover the professional functions behind the plant, such as materials planning and plant finance. We recruit the skilled core of a shift or operation; we do not supply high-volume general labor. The positions index lets you start with the exact job you need, including working leads and roles with a different level of responsibility.
Ready to start? Tell us the seat.
What we promise?
We will be clear about the search we are agreeing to run. The recruiting agreement sets out the fee basis and the terms before work starts. There is no upfront fee on a contingency search. You pay only if you hire a candidate we present.
We will not use a job title as a substitute for checking whether the person can handle your actual responsibilities.
You should expect a conversation about the limits as well as the possibilities. If the brief combines duties that rarely sit together, we will discuss the tradeoff. If the role needs relocation or regular travel, that needs to be clear before interviews. An employed candidate needs a reason to move, and you need to know whether that reason matches the job you can offer.
Confidentiality also belongs in the opening conversation. Tell us if you are replacing someone, keeping a project quiet or limiting who knows about the vacancy. We can discuss how to describe the opportunity and what information can be shared. Do not assume the way you would advertise a public opening is the right way to approach a confidential search.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Ivan or a senior team member will reach out soon.
Call 305-306-4829. Hours: Monday to Friday, 8:00 AM to 8:00 PM Eastern.
Ready to start? Tell us the seat.
The Six-Step Search
What do you get before interviewing?
1. Search CalibrationYou get a hiring brief that separates the work, reporting authority and non-negotiable requirements. We agree what would make a candidate worth an interview before contacting anyone. 2. Market MappingYou get a defined search pool, not a reposted vacancy.
1. Search Calibration
You get a hiring brief that separates the work, reporting authority and non-negotiable requirements. We agree what would make a candidate worth an interview before contacting anyone.
2. Market Mapping
You get a defined search pool, not a reposted vacancy. We identify the kinds of plants and teams where people already handle comparable equipment, processes and operating demands.
3. Professional Contact Intelligence
You get a way to reach working people directly. We check professional contact routes and approach candidates discreetly, without making your plant or vacancy public unless you approve.
4. Persistent Personalized Outreach
You get individual conversations about the actual opening. We explain the work, shift and location, ask whether a move makes sense, and follow up without pretending every person is interested.
5. Live Candidate Qualification
You get evidence of fit before spending interview time. 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 get a focused short list with the information behind it. We explain motivation, practical constraints and concerns, support interviews, and keep offer decisions with your hiring team.
What should we discuss first?
Manufacturing Headhunters is a specialist recruiting firm for manufacturing, based in Miami. We recruit nationwide in all 50 states for local, relocation and traveling roles. We work on contingency: no upfront fee, you pay only if you hire. Our work starts with the seat you need to fill and the problem that person must solve on your floor.
What should we settle first about About Manufacturing Headhunters?
Manufacturing Headhunters is a specialist recruiting firm for manufacturing, based in Miami. We recruit nationwide in all 50 states for local, relocation and traveling roles. We work on contingency: no upfront fee, you pay only if you hire. Our work starts with the seat you need to fill and the problem that person must solve on your floor.
What should you know before sending about manufacturing headhunters?
When do you pay a recruiting fee?
No upfront fee. You pay only if you hire. The signed recruiting agreement sets the fee basis and payment terms. Sending an opening does not itself commit you to a fee or an exclusive arrangement.
How long does it take to see a short list?
We discuss the search conditions before describing a realistic next step. Shift, location, equipment match and the candidate's reasons for moving all matter. We do not promise a shortlist date before understanding the opening.
How do you handle counteroffers?
We ask what is driving the move before introducing a candidate. We discuss what might change if the current employer offers more money or a different job. Your team still decides whether that person's motivation fits the opening.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not bill hourly for a standard permanent search, repost a job-board ad as a search, or supply high-volume general labor. Retainers are not the default. Any different arrangement must be agreed in writing.
Read the contingency fee terms · Review About Manufacturing Headhunters