Direct-Hire Recruitment Services

We fill permanent roles. Sourcing, screening, shortlist, process management, and close — with one consultant who stays on your account.

For a related Monitask resource on employee computer activity, see here.

What a shortlist means here

Three to five people, each with written notes covering what they do now, why they are open to moving, what they want, and the specific reason they are on your list.

Not a stack of forwarded resumes. If we cannot explain why someone is a fit in two sentences, they do not go in.

The process

Intake, one hour with the hiring manager. Not a form. What the role actually does day to day, what success looks like at six months, and what would make you decline an otherwise strong candidate. That last question surfaces more useful information than any other.

Calibration profiles within the first week. Two or three people sent early to confirm we read the brief correctly. Correcting a misread here costs days; correcting it after four weeks of sourcing costs the search.

Active sourcing. Most of the people worth hiring are not applying to postings. Outreach, referrals, mapped competitors.

Screening. Structured, against the same criteria for every candidate, so your comparison is between people rather than between interviewers' moods.

Shortlist and interviews. Scheduling, feedback collection, and keeping candidates engaged between stages.

Offer and close. We manage expectations on both sides through the offer, so acceptance is not a coin flip.

Guarantee period follow-up. Check-ins with both the hire and the manager.

Fees

Contingency — a percentage of first-year base salary, invoiced on the start date. No hire, no fee. Suited to most permanent roles.

Retained — a fixed fee in stages, for roles where committed research time is the point: leadership, scarce skills, confidential replacements.

Replacement guarantee in writing, with the period and conditions in your agreement.

Exact percentages and guarantee terms are stated in your proposal rather than on this page, because they vary with role level and volume.

What we need from you

The search moves at the speed of your feedback. Concretely:

A decision-maker available for the intake call
Feedback on the shortlist within a few days, not a few weeks
Interview slots confirmed quickly — good candidates are usually in three processes
One consolidated internal opinion rather than four contradictory ones
Salary range agreed internally before we start, not discovered at offer stage

The single most common reason a search fails is not sourcing. It is a slow internal process losing candidates to faster competitors.

Roles we work on

We recruit in six areas and say no outside them, because an agency without a stated specialism competes on price rather than on knowing the market.

Accounting & Finance — controllers, accountants, financial analysts, AP/AR, payroll.

Operations & Supply Chain — operations managers, planners, buyers, logistics and warehouse leadership.

Administrative & Office Support — executive assistants, office managers, coordinators, schedulers.

Light Industrial & Manufacturing — production supervisors, quality, maintenance, skilled operators.

Healthcare Administration — practice managers, billing and coding, scheduling, revenue cycle. Non-clinical only.

Customer Service & Sales Support — team leads, account coordinators, inside sales support.

Levels from coordinator to director. For executive and board-level roles, see executive search.

When contingency is wrong for you

If the role is confidential, if the market is small enough that we will be approaching a limited pool, or if you need real research rather than a fast sweep — contingency creates the wrong incentives. Retained is more expensive up front and more likely to work. We will tell you which applies.

Direct-hire recruitment