How We Work
From first call to placement. Here is how the process works.
Every search follows the same process. The steps are consistent. The execution is specific to your role, your market, and your company. That consistency is what makes the results repeatable.
Step 1: Qualify the role.
Not every search is a good search. Before we source a single candidate, we qualify the job order. Is the comp realistic for the market? Is the hiring timeline reasonable? Are the expectations aligned with what's available? We ask the hard questions upfront because sending candidates into a search that's set up to fail wastes everyone's time. If something doesn't look right, we say so.
Step 2: Learn the role.
A conversation, not a form. What equipment. What team. What territory structure. What OEM line card. What service model. What controller platform. What does "great" look like in this specific seat, at this specific company, in this specific market. Then we build a structured screening rubric for that role so every candidate is evaluated against the same criteria. A generalist doesn't know what questions to ask. We do.
Step 3: Map the market.
The best candidates in these markets are not on job boards. They are working. We find them through direct outreach, a network of 500+ industrial professionals, and AI-powered sourcing across 1B+ profiles. We know who works where, who moved, and who is ready for the right conversation. We also recognize that skills transfer across industrial markets. A pump tech who understands compressed air has value in a compressor role. We find people other recruiters miss.
Step 4: Direct outreach.
Every search starts with direct calls into the market. Not mass emails. Not job board postings. A real recruiter calling a real professional about a real opportunity. We don't pitch roles. We have a conversation. We learn what the candidate actually wants before we mention a single opportunity. When we bring something to a candidate, it's because it fits what they told us they care about.
Step 5: Screen and verify.
Every candidate is evaluated across six dimensions: industry alignment, role match, equipment experience, geography, compensation range, and career red flags. Our Super Screener structures this evaluation around market-specific criteria. Then we check references before you ever see the candidate. Detailed calls with people who have actually worked with them. What are they like on the job. How do they handle pressure. What's their real skill level. By the time a candidate reaches your desk, we've already verified what they told us.
Step 6: Present people, not resumes.
You receive 3-5 qualified candidates. Each comes with a presentation that leads with who they are, not what their resume says. Character before credentials. Their career arc. Why they're available. What drives them. What they're looking for. You're meeting a person, not reading a document.
Step 7: Coordinate and close.
We manage scheduling, candidate preparation, hiring manager briefing, and follow-up. Interviews can be scheduled in as little as 72 hours from the start of the search. When the right candidate is found, we guide compensation discussions, manage counteroffers, and help close the hire. We stay involved through every step because this is where deals fall apart when recruiters disappear.
Step 8: Stand behind it.
We stay connected through the guarantee period and beyond. On exclusive search, we back our placements for up to 5 years. Terms are in the engagement agreement, not on the web. Your success after placement is our reputation in the market.