Choose the search model that fits the seat
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.
Two ways to pay a recruiter, and when each makes sense.
No upfront fee. You pay only if you hire. 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.
- No upfront fee
- Pay only if you hire
- Manufacturing only
- We reach people who aren't on job boards
- Replacement guarantee on standard searches
What should you know about contingency?
You pay when you hire. The recruiter carries the risk of an unfilled search. It suits roles where the market is findable and you can move quickly. You can also use more than one recruiter, though you should tell each one.
What should you know about retained?
You pay in stages, regardless of the outcome. Retained search can suit very senior or confidential roles where exclusivity and a dedicated research effort matter. Large firms generally use it. See our <a href='/how-we-compare/'>comparison page</a> for sourced facts.
How to choose?
If the seat is a plant or engineering leader at a manufacturer and you want speed, contingency is usually enough. If the seat is the chief executive or needs full confidentiality, ask about retained.
We work on contingency and say so up front. We will tell you if we think a seat needs something else.
What should you know about tell us the seat. We will bring the people.?
No upfront fee. You pay only if you hire. 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.
Ready to start? Tell us the seat.
How should you use this page for your opening?
Manufacturing Headhunters uses contingency as the normal starting arrangement. No upfront fee. You pay only if you hire. Retained search is a different engagement, not a stronger adjective for the same service. Settle the payment trigger and the scope in writing instead of comparing models by the name on a proposal.
What event creates a fee obligation? Read the agreement rather than assuming the model’s name answers the question. For our standard contingency search, there is no upfront fee and payment follows a hire. Any different engagement must be discussed and agreed in writing before work starts, not introduced after a candidate is presented.
What work is included in the engagement? Ask about search calibration, identifying working people, outreach and qualification. Compare those tasks separately from billing terms. A proposal should explain what you will receive and what your hiring team must do. Paying before an outcome does not itself describe the search method.
How does the model fit the opening? A planned leadership assignment and a difficult permanent technical vacancy can involve different decision processes. Discuss who approves the hire and how the search will be managed. We do not call an engagement retained, exclusive or contingent without putting the applicable terms in the signed agreement.
What should we clarify before a search?
What event creates a fee obligation? Read the agreement rather than assuming the model’s name answers the question. For our standard contingency search, there is no upfront fee and payment follows a hire. Any different engagement must be discussed and agreed in writing before work starts, not introduced after a candidate is presented.
What information matters most on /contingency-vs-retained-search/?
What event creates a fee obligation? Read the agreement rather than assuming the model’s name answers the question. For our standard contingency search, there is no upfront fee and payment follows a hire. Any different engagement must be discussed and agreed in writing before work starts, not introduced after a candidate is presented.
Manufacturing credentials · Plant Manager hiring guide · Fee terms
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.
Ready to start? Tell us the seat.
What should we discuss first?
You pay when you hire. The recruiter carries the risk of an unfilled search. It suits roles where the market is findable and you can move quickly. You can also use more than one recruiter, though you should tell each one.
What should we settle first about Contingency vs retained search?
You pay when you hire. The recruiter carries the risk of an unfilled search. It suits roles where the market is findable and you can move quickly. You can also use more than one recruiter, though you should tell each one.
What should you know before sending contingency vs retained search?
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 Contingency vs retained search