Plant leadership, supply chain, quality, and continuous improvement talent. We recruit operators who understand the difference between a chart and a shop floor.
Where we focus inside the manufacturing & operations space.
Plant Managers, GMs, VP Manufacturing, Site Directors
Operations Managers, Production Supervisors, Shift Leaders
Supply Chain Directors, Logistics, Procurement, Inventory
Quality Directors, CI Leaders, Lean Six Sigma practitioners
Manufacturing Engineers, Maintenance Managers, Reliability
EHS Directors, Safety Managers, Environmental Compliance
The sub-specialties we recruit across in manufacturing & operations.
A candidate-centric approach that ensures alignment not just in track record — but in values, motivations, and long-term fit with the plant, the workforce, and the operating culture you are running.
Examine the candidate's actual operations — plant size, throughput, automation, safety record, union exposure, turnaround experience — and the patterns that predict how they will run yours.
Surface how a candidate thinks about safety, quality, accountability, and frontline leadership — and what they will not compromise on.
Understand what is pulling someone to move. Scope, autonomy, growth path, family considerations, comp, equity, exit potential — and whether the role offers it.
Pinpoint depth in lean, Six Sigma, CI, ERP, automation, supply chain, or the specific operational discipline your plant needs.
Schedule, on-call, relocation, comp, growth trajectory, safety culture — the practical realities that determine whether someone takes the role.
Operations leadership is a culture fit before it is a skill match. A misaligned plant manager or operations director shows up in safety incidents, turnover, and missed throughput inside ninety days. The resume tells you what they have run. It does not tell you whether they can run yours.
We screen for the operational realities — throughput, safety record, OSHA history, automation experience, union exposure — and then we do the harder work: understanding how a candidate handles a slow line, a missed shift, a quality miss, a union conversation, and whether their leadership style matches what your workforce actually responds to.
Operations fit is also about leadership style and culture, and that is hard to read off a resume. The best plant and operations leaders earn the trust of the floor — they listen before they change things, hold people accountable without losing them, and build a safety culture people actually believe in. We take the time to understand your workforce, your culture, and what the role truly demands, so the person we send strengthens the operation rather than just managing the line.
And we do not disappear once the offer is signed. The first 90 days reveal whether an operations hire will truly stick — whether they earn the floor's trust, learn your systems, and start improving throughput and safety instead of just holding the line. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you bet on becomes the leader your operation runs on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.