See if your seat is one we fill
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.
Roles and sectors, in one place. Not hourly or temporary labor.
- 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 roles?
Leadership
- Plant Manager
- Assistant Plant Manager
- General Manager
- Operations Manager
- Director of Operations
- VP of Operations
- VP of Manufacturing
- COO
Production
Engineering
- Manufacturing Engineer
- Process Engineer
- Industrial Engineer
- Engineering Manager
- Automation and Controls Engineer
- Project Engineer
- R&D and Product Development Engineer
- Tooling Engineer
Quality
- Quality Manager
- Director of Quality
- Quality Engineer
- Supplier Quality Engineer
- Quality Assurance Manager
Continuous improvement
EHS
Maintenance
Supply chain
- Supply Chain Director
- Materials Manager
- Procurement Manager
- Purchasing Manager
- Production Planner
- Logistics Manager
- Warehouse Manager
Finance and people
What should you know about sectors?
Food and Beverage Packaging Plastics and Injection Molding Consumer Products Cosmetics Metal Fabrication Machining and CNC Steel and Foundry Automotive Suppliers Aerospace and Defense Medical Devices Pharmaceutical Manufacturing Chemicals Building Products Paper and Pulp Printing Textiles Furniture Electrical Equipment and Switchgear HVAC Equipment Industrial Machinery Electronics Semiconductors Batteries and EV Energy Equipment
Food and consumer
Metals and machining
Transportation and defense
Life sciences and chemicals
Materials and wood
Industrial and electrical
Electronics and energy
Ready to start? Tell us the seat.
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.
How should you use this page for your opening?
Manufacturing Headhunters recruits across the plant without treating every opening as the same search. Hands-on troubleshooting, process ownership and managing other people are different responsibilities. Tell us which decisions the hire will make without asking permission. That often clears up a title problem before anybody starts looking for candidates.
Where does hands-on skill end and process ownership begin? A technician may restore a machine to a known condition. An engineer may decide why that condition is correct and change the process. Some people do both. Ask which responsibility the opening carries instead of assuming the title settles it.
Which credentials belong with the work? A welding qualification, an inspection credential and an electrical license answer different questions. Check the process, the method and any current authorization the plant needs. A certificate is a useful check, but it does not describe every task the person can perform unsupervised.
What support will the new hire have? A person from a large plant may have depended on a toolroom, planning team or quality lab that your site does not have. Discuss that difference before presenting them. Resourcefulness matters when the job involves more direct ownership than their current title suggests.
What should we clarify before a search?
Where does hands-on skill end and process ownership begin? A technician may restore a machine to a known condition. An engineer may decide why that condition is correct and change the process. Some people do both. Ask which responsibility the opening carries instead of assuming the title settles it.
What information matters most on /what-we-recruit/?
Where does hands-on skill end and process ownership begin? A technician may restore a machine to a known condition. An engineer may decide why that condition is correct and change the process. Some people do both. Ask which responsibility the opening carries instead of assuming the title settles it.
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 recruits across the plant without treating every opening as the same search. Hands-on troubleshooting, process ownership and managing other people are different responsibilities. Tell us which decisions the hire will make without asking permission. That often clears up a title problem before anybody starts looking for candidates.
What should we settle first about What we recruit?
Manufacturing Headhunters recruits across the plant without treating every opening as the same search. Hands-on troubleshooting, process ownership and managing other people are different responsibilities. Tell us which decisions the hire will make without asking permission. That often clears up a title problem before anybody starts looking for candidates.
Ready to start? Tell us the seat.
What should you know before sending what we recruit?
Give us the task when a title is unclear. Someone called a production technician may adjust a process, assemble a complex product or run a known cycle. Those are different searches. We settle the equipment, decisions and shift coverage before deciding which title describes the person you need.
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.
Give us the task when a title is unclear. Someone called a production technician may adjust a process, assemble a complex product or run a known cycle. Those are different searches. We settle the equipment, decisions and shift coverage before deciding which title describes the person you need. That keeps a broad directory from becoming a broad, unfocused candidate list.
Describe the equipment and the decisions attached to the seat before choosing its title. A setup technician who proves the first piece needs a different brief from an operator who runs an approved setup. If you need someone to change the method rather than follow it, say who gives that approval. We use that boundary to decide which backgrounds to approach.