Start a focused plant search
Manufacturing Headhunters recruits manufacturing professionals nationwide.
This is what we do all day: recruit manufacturing professionals.
Need someone now? Call 305-306-4829.
Describe what the hire must improve, own and handle in your plant. We start with that operating brief, not a list of matching titles.
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 happens after a confirmed request
Step 1 asks for the role, plant location and timing. Step 2 asks for your name, company and work email; phone is optional. Moving between steps does not submit your request. Check the result after you send the completed form. A saved inquiry is not a claim that an email or CRM notification has been delivered.
We review the operating problem with you before deciding how to search. For maintenance, that may mean separating immediate breakdown coverage from a reliability program. For quality, it means defining hold authority and how production disputes are resolved. For a technician, equipment background, shift and the support on the floor matter.
If we proceed, the recruiting agreement sets the fee and terms before work starts. We research relevant plants, approach people respectfully and discuss their individual responsibilities and reasons to move. You receive written candidate insight, including gaps and questions for your interviews. We stay involved through feedback and offers. There is no upfront fee. You pay only if you hire.
The manufacturing salary guide uses May 2025 BLS OEWS medians, released May 15, 2026. These are occupation-wide figures, not estimates for any role. Each figure names its SOC occupation. Ask us about the range for your actual role and plant.
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.
Manufacturing Headhunters uses this intake to understand the opening before contacting candidates. Pick the closest family, then tell us the title and plant location. The urgency choice gives context; it is not a promised delivery date. Contact details follow so we can discuss what the person must do and whether a search makes sense.
You do not need a finished job description to start the conversation. Explain the decisions this person owns, the equipment they touch and who they report to. For a technician, describe the shift and the fault they must solve without support. For a manager, describe the team and the authority to change how work runs.
Tell us if the opening replaces an incumbent or involves a planned plant change. We discuss what can be shared before approaching the market. Do not put private employee records into the form. A hiring brief should describe the seat and the conditions of the move, not disclose personal information about someone already on your floor.
A submitted opening does not start an exclusive search or set a fee. We review the request and agree the engagement in writing before beginning the work. If the need is high-volume general labor rather than the skilled core of a plant, we will say so. That distinction matters more than collecting an opening we should not take.