Functions
Operations
The people who keep your business moving.
Why this seat matters
Operations is where growth either compounds or collapses. With the seat empty, processes stop being standardized, exceptions become the norm, and cost creeps in while everyone is busy. The longer it stays open, the more there is to undo later.
Roles we place
COO
VP Operations
Director of Operations
Plant Manager
Supply Chain Lead
Who we place
Operations leadership from director through COO, plus supply chain, procurement, quality, and logistics. Most of these searches start with questions on how you get work done.
How we find them
Strong operators are usually in the middle of fixing something, which is exactly why they aren’t looking. We skip the resume pile, reach them directly, and look hard at the sites, systems, and teams they have actually run. You meet 2 or 3 people who have solved problems like yours.
We commit to
An accepted offer within 30 days of intake, so exceptions stop becoming the norm. One relationship manager from your first operations search to your tenth, with no pods and no hand-offs. And your search never gets dropped for a bigger one.
{
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.
Operations searches are the ones most likely to be under-specified at the start. Two companies asking for a “VP of Operations” often want completely different people. We spend real time at intake pulling apart what you actually need, and we’ll tell you if what you’ve described is two jobs rather than one.
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…
You’re scaling past the point where the founder or CEO can run ops personally.
You need an operator who has worked at your scale and knows what comes next.
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
Operations
The people who keep your business moving.
Why this seat matters
Operations is where growth either compounds or collapses. With the seat empty, processes stop being standardized, exceptions become the norm, and cost creeps in while everyone is busy. The longer it stays open, the more there is to undo later.
Roles we place
COO
VP Operations
Director of Operations
Plant Manager
Supply Chain Lead
Who we place
Operations leadership from director through COO, plus supply chain, procurement, quality, and logistics. Most of these searches start with questions on how you get work done.
How we find them
Strong operators are usually in the middle of fixing something, which is exactly why they aren’t looking. We skip the resume pile, reach them directly, and look hard at the sites, systems, and teams they have actually run. You meet 2 or 3 people who have solved problems like yours.
We commit to
An accepted offer within 30 days of intake, so exceptions stop becoming the norm. One relationship manager from your first operations search to your tenth, with no pods and no hand-offs. And your search never gets dropped for a bigger one.
{
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.
Operations searches are the ones most likely to be under-specified at the start. Two companies asking for a “VP of Operations” often want completely different people. We spend real time at intake pulling apart what you actually need, and we’ll tell you if what you’ve described is two jobs rather than one.
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…
You’re scaling past the point where the founder or CEO can run ops personally.
You need an operator who has worked at your scale and knows what comes next.
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
Operations
The people who keep your business moving.
Why this seat matters
Operations is where growth either compounds or collapses. With the seat empty, processes stop being standardized, exceptions become the norm, and cost creeps in while everyone is busy. The longer it stays open, the more there is to undo later.
Roles we place
COO
VP Operations
Director of Operations
Plant Manager
Supply Chain Lead
Who we place
Operations leadership from director through COO, plus supply chain, procurement, quality, and logistics. Most of these searches start with questions on how you get work done.
How we find them
Strong operators are usually in the middle of fixing something, which is exactly why they aren’t looking. We skip the resume pile, reach them directly, and look hard at the sites, systems, and teams they have actually run. You meet 2 or 3 people who have solved problems like yours.
We commit to
An accepted offer within 30 days of intake, so exceptions stop becoming the norm. One relationship manager from your first operations search to your tenth, with no pods and no hand-offs. And your search never gets dropped for a bigger one.
{
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.
Operations searches are the ones most likely to be under-specified at the start. Two companies asking for a “VP of Operations” often want completely different people. We spend real time at intake pulling apart what you actually need, and we’ll tell you if what you’ve described is two jobs rather than one.
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…
You’re scaling past the point where the founder or CEO can run ops personally.
You need an operator who has worked at your scale and knows what comes next.
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.