Start a focused plant search
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.
Describe the role, the plant and the problem. We reply with how we would run the search.
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 you send this?
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.
A senior member of the team reads your request, not an inbox rule. We reply to set up an intake call.
On the call we ask about the plant, the people and the range. We tell you honestly whether the search is a fit for contingency work and how long it may take.
If we proceed, a signed recruiting agreement sets out the fee and terms. There is no upfront fee.
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.
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?
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.
What should we settle first about Request talent?
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.
What should you know before sending request talent?
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.
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.