Functions
Manufacturing
Plant leadership that shows up and stays.
Why this seat matters
A plant without a leader doesn’t stop. It slides. Output holds for a few weeks on the strength of the supervisors underneath, then quality slips, safety incidents tick up, and your best people start taking recruiter calls. When a manufacturing engineer gives two weeks’ notice and there’s nobody to support the line, production goes down on a schedule you don’t control.
Roles we place
VP Manufacturing
Plant Manager
Director of Quality
Production Manager
Continuous Improvement Lead
Who we place
Plant and production leadership, manufacturing engineering, quality, continuous improvement, and EHS. From the production floor through plant leadership, we find the people who keep things running, improving, and moving out the door.
How we find them
Plant leaders who run a good operation aren’t looking, because their plant needs them. We start fresh on every search, reach them directly, and get into the detail of the lines, shifts, and teams they have run. You meet 2 or 3 people ready to lead your floor, not 30 whose resumes mention manufacturing.
We commit to
An accepted offer within 30 days of intake, so quality and safety don’t slide while the seat is open. One relationship manager from your first plant search to your tenth. No pods, no hand-offs, and most of the people we place are still in the seat.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Plant roles are local by nature. We know how to search the market around your facility and when to expand the search to candidates willing to relocate.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
An open plant or production seat is affecting throughput, safety, or your customer schedule.
You need talent whose experience translates to your plant, product, and operating environment.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Manufacturing
Plant leadership that shows up and stays.
Why this seat matters
A plant without a leader doesn’t stop. It slides. Output holds for a few weeks on the strength of the supervisors underneath, then quality slips, safety incidents tick up, and your best people start taking recruiter calls. When a manufacturing engineer gives two weeks’ notice and there’s nobody to support the line, production goes down on a schedule you don’t control.
Roles we place
VP Manufacturing
Plant Manager
Director of Quality
Production Manager
Continuous Improvement Lead
Who we place
Plant and production leadership, manufacturing engineering, quality, continuous improvement, and EHS. From the production floor through plant leadership, we find the people who keep things running, improving, and moving out the door.
How we find them
Plant leaders who run a good operation aren’t looking, because their plant needs them. We start fresh on every search, reach them directly, and get into the detail of the lines, shifts, and teams they have run. You meet 2 or 3 people ready to lead your floor, not 30 whose resumes mention manufacturing.
We commit to
An accepted offer within 30 days of intake, so quality and safety don’t slide while the seat is open. One relationship manager from your first plant search to your tenth. No pods, no hand-offs, and most of the people we place are still in the seat.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Plant roles are local by nature. We know how to search the market around your facility and when to expand the search to candidates willing to relocate.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
An open plant or production seat is affecting throughput, safety, or your customer schedule.
You need talent whose experience translates to your plant, product, and operating environment.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Manufacturing
Plant leadership that shows up and stays.
Why this seat matters
A plant without a leader doesn’t stop. It slides. Output holds for a few weeks on the strength of the supervisors underneath, then quality slips, safety incidents tick up, and your best people start taking recruiter calls. When a manufacturing engineer gives two weeks’ notice and there’s nobody to support the line, production goes down on a schedule you don’t control.
Roles we place
VP Manufacturing
Plant Manager
Director of Quality
Production Manager
Continuous Improvement Lead
Who we place
Plant and production leadership, manufacturing engineering, quality, continuous improvement, and EHS. From the production floor through plant leadership, we find the people who keep things running, improving, and moving out the door.
How we find them
Plant leaders who run a good operation aren’t looking, because their plant needs them. We start fresh on every search, reach them directly, and get into the detail of the lines, shifts, and teams they have run. You meet 2 or 3 people ready to lead your floor, not 30 whose resumes mention manufacturing.
We commit to
An accepted offer within 30 days of intake, so quality and safety don’t slide while the seat is open. One relationship manager from your first plant search to your tenth. No pods, no hand-offs, and most of the people we place are still in the seat.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Plant roles are local by nature. We know how to search the market around your facility and when to expand the search to candidates willing to relocate.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
An open plant or production seat is affecting throughput, safety, or your customer schedule.
You need talent whose experience translates to your plant, product, and operating environment.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.