About
Built around the seat, not the resume.
HartFelt Careers recruits sales, operations and leadership talent, with a specialty in logistics and supply chain. Every candidate is interviewed against the role you designed with us.
How we see it
Talent is the Mission.
Every company's plan depends on a handful of seats. We exist to fill them with people who fit the seat as it was defined and are set up to succeed in it. Not to move resumes. To get the hire right, for the company and for the person who takes the job.
What we believe.
Most open seats are a definition problem.
Most companies hire against a basic job description, then settle on a candidate they are not sure of. The seat has to be defined before anyone is contacted: what it has to produce, how the person fits the team, what success looks like in it.
A recruiter should work like part of your company.
Not a vendor sending resumes. We learn your problem before we design a solution to it, and we run the search like a department of your company, visible to you as it runs.
A placement only counts if you are sure of it.
A hire you are quietly unsure about costs more than an empty seat. We measure ourselves on the hire that fits, not on the fee that moved.
Candidates are people, not inventory.
Everyone in our Talent Network is reviewed by a person, hears about a role before anyone else does, and decides for themselves. The way we treat the people we introduce is the way they will treat your company.
Where we are headed.
Our goal is to be the search partner companies call first when a seat has to be right, and the one they recommend afterwards. We are building the firm on a method rather than on memory: every search defined with the client, documented, and visible as it runs, so the standard holds as the team grows and as we take the method into new industries.
How a search runs
Blake HartFounder & Principal Recruiter
The person behind the firm
“An unqualified candidate isn't a placement. It's a delay with a fee.”
I have recruited for more than eight years, with a stint inside a logistics company along the way. That is long enough to know the person a search needs is rarely the one applying. Posting the role on a job board and hoping is the easy route, and it is where a lot of searches stall. We go to market for the seat instead, with a campaign built to find and attract the people who fit it.
Getting the right person into the right seat matters more now than it ever has. I built HartFelt Careers to help logistics companies do exactly that, after watching agencies send candidates they knew weren't qualified, just to keep a fee in motion. The client took the meeting, the candidate took the call, and nobody won.
We do it the opposite way. A lot of agencies are built for speed and volume. We run every search on quality over quantity, and our process is built to slow that down, so the person we recommend is one we expect to still be in the seat a year from now. I would rather send you a few people who fit than a pile who might, and I would rather tell you a seat is hard to fill than fill it wrong. If I can't defend a recommendation in writing, I don't make it.
What we doWho we work with.
Employers
Companies that cannot afford to hire wrong.
Sales, operations and leadership seats, from owner-run brokerages to national operators. Size matters less than the seat. If getting it wrong would hurt, it is one we fill.
Tell us about the seatCandidates
People who want the next move handled with care.
Join the Talent Network. If there is a fit we set up an intro call to understand what you want next, with no pressure to move.
Join the Talent NetworkThe firm.
- Based in
- Orlando, Florida
- Clients
- Across the United States
- Ways to engage
- Engaged, Retained or Contingent
- Every placement
- Carries a replacement guarantee
Asked before most first calls.
What does the first call cost?
Nothing. One conversation about the seat and the market. The Search Assessment after it gives you a straight answer on whether we can help.
What is the Client Delivery Portal?
Where you watch the search. Every candidate against the Success Profile you signed, the feedback from each interview, and where the search stands, without asking for an update. Included on Engaged and Retained searches.
What happens after someone starts?
Your hiring manager gets a one-page brief on day one. We check in with both sides after the start and stay available if anything comes up.
The hire you don't have to second-guess.
Every hire goes better with a clear picture before the search starts. Tell us about the seat and within one business day you get an outside, written assessment of it, free, whether or not you hire with us.