Tell us the seat, we will say yes or no
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.
Tell us the seat. We will say plainly if it is outside our lane.
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 we say yes to?
If the role is salaried, technical or leadership level in a manufacturing plant, ask. Examples are a tooling lead, a program manager or a regulatory specialist.
What we say no to: hourly labor, temporary staffing and roles outside manufacturing.
How should you use this page for your opening?
Manufacturing Headhunters can discuss an opening even when your exact title is not in the directory. Plants name similar work differently. We start with the duties and the decisions the person owns. Send the job description if you have one, but do not wait to rewrite it before telling us what you need.
What would the person deliver by the end of a working week? Describe the actual output, whether that is a stable process, completed setups, a production plan or accepted inspection records. Those details help us place an unfamiliar title in the right family without forcing your job into a standard label.
Is the position a combination of neighboring jobs? Small plants often combine work that larger sites separate. Tell us which duty takes priority when both need attention. We can discuss where that combined experience is likely to sit and which tradeoff makes the search realistic without pretending every skill comes together.
Which names have candidates used for this work? Share the titles that have produced useful conversations and those that have confused people. An alternate name can help identify the search pool, but the screening questions must still match your equipment and authority. We will clarify the work before agreeing the search brief.
What should we clarify before a search?
What would the person deliver by the end of a working week? Describe the actual output, whether that is a stable process, completed setups, a production plan or accepted inspection records. Those details help us place an unfamiliar title in the right family without forcing your job into a standard label.
What information matters most on /dont-see-your-role/?
What would the person deliver by the end of a working week? Describe the actual output, whether that is a stable process, completed setups, a production plan or accepted inspection records. Those details help us place an unfamiliar title in the right family without forcing your job into a standard label.
Manufacturing credentials · Plant Manager hiring guide · Fee terms
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 can discuss an opening even when your exact title is not in the directory. Plants name similar work differently. We start with the duties and the decisions the person owns. Send the job description if you have one, but do not wait to rewrite it before telling us what you need.
What should we settle first about Do not see your role??
Manufacturing Headhunters can discuss an opening even when your exact title is not in the directory. Plants name similar work differently. We start with the duties and the decisions the person owns. Send the job description if you have one, but do not wait to rewrite it before telling us what you need.
What should you know before sending do not see your role??
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 Do not see your role?