Job description review for plant roles
Manufacturing Headhunters recruits manufacturing professionals nationwide.
This is what we do all day: recruit manufacturing professionals.
Need someone now? Call 305-306-4829.
Send the posting or draft. We check whether it describes the real job and the people who could do it.
Request a job description review
- Responsibilities, scale and authority against the title
- Requirements that exclude qualified people
- Missing process, equipment or shift detail
- Wording that exposes a confidential search
No upfront fee. You pay only if you hire. Sending this does not commit you to a search.
Questions before you send it
What do you look at in a job description?
Whether the responsibilities, scale, equipment and authority match the title, and whether the requirements screen out the people who could actually do the work.
Do I need a finished document?
No: A draft or an old posting is enough. Paste the key points into the notes.
Will you change the role?
We point out gaps and trade-offs. You decide what to keep.
Does a review commit me to a search?
No: It is a standalone read.
Executive-search discipline, on every assignment
What do you get from the Six-Step Search?
Plant leaders, engineers and skilled technicians receive the same care in defining the work, researching relevant backgrounds and understanding the individual. Pulling a list and sending messages is not the hard part. The value is doing the research and qualification well enough to support a sound hiring decision.
Calibrate the work and the decision
We start with the operating problem, what the hire must improve and the decisions they will own. We agree what experience matters, who supports the role and what you can realistically offer. A maintenance leader inheriting reactive breakdowns needs a different brief from one building a reliability program.
Research relevant plants and people
We research manufacturing environments where people have handled comparable work. Process, equipment and decision authority matter more than a matching title. We look for relevant professionals, including people who are not applying, rather than treating an exported list as a completed search.
Make respectful, targeted contact
We explain why the work may be relevant and invite a conversation without pressure. We agree what information may be shared on a confidential search. Contact is the start of qualification, not evidence that someone wants the job or fits it.
Discuss the work they personally performed
Our conversations separate an individual's decisions and responsibilities from the team's results. We explore judgment under pressure, reasons for considering a move and practical expectations. For technicians, that includes equipment background, shift, commute and the support available. Candidate accounts are identified as such; a conversation is not a technical certification.
Write down fit, gaps and open questions
You receive a written candidate brief connecting the person's background to your operating problem. It explains motivation and practical fit, the gaps we have identified and what remains to assess. We distinguish candidate-reported information from supporting evidence rather than presenting every statement as independently verified.
Stay involved through interviews and offers
We use your interview feedback to clarify gaps and keep both sides informed about the work and expectations. We help address offer questions, counteroffers and practical concerns without promising an acceptance. Your team makes the hiring decision and assesses technical capability and site-specific requirements. A shortlist is an output of this work, not the whole service.
Questions before starting a 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 Job description review for plant roles
A free job description review looks at what a strong manufacturing candidate would understand from your opening. Manufacturing Headhunters checks the scope, requirements and conditions in the description. Paste the text or upload the document. We discuss what may put suitable people off without promising an application count or a delivery date.
A useful description separates what the person must already know from what the plant can teach. List the process and equipment requirements that genuinely change the hiring test. Do not turn every preferred system into a hard exclusion. Explain who makes decisions and what the person can change after joining.
Shift and plant location belong near the work, not as a surprise after an interview. Say whether the role is local, involves relocation or requires travel. If the job combines maintenance coverage, process ownership and crew supervision, check whether one person can reasonably handle the stated responsibilities.
Keep the upload focused on the opening. Remove private records about the incumbent and confidential material that is not needed to understand the job. A review request does not create exclusivity or agree a recruiting fee. If your team wants a search after the discussion, we set out the separate engagement in writing.
Compare the actual position scope · Discuss the search process