A modern recruiting agency, built like one.
A recruiting agency for logistics and supply chain. Every candidate interviewed against the role you designed with us, so the right hire is the obvious one.
Three things we won't compromise on.
Anyone can sell a candidate. We believe in the evidence behind one. These are the principles we hold every engagement, every interview, every recommendation against.
Volume forces corners to get cut, for anyone. So we cap our searches. Each one gets the same process, start to finish.
- Logistics and supply chain are the only verticals we work in, ever
- One principal on your search, start to finish
- A written success profile delivered to you before any sourcing begins
Every candidate comes with a written record. A structured interview against the success profile we wrote with you, scored and written down. A recommendation you can defend to a board, a CFO, or a hiring manager who has been burned before.
- Every candidate graded against the success profile you signed
- Reference interviews conducted before the offer is made, not after
- Our written read on fit and risk, with the reasoning shown
Our second job starts when the offer is signed. A handoff goes to the hiring manager on day one. Documented check-ins follow at thirty, sixty, and ninety days, both sides.
- A one-page onboarding handoff to the hiring manager on day one
- Documented check-ins at thirty, sixty, and ninety days, both sides
- A replacement guarantee on every placement, extended on Executive Search
What recruiting should be, not what it became.
Blake Hart
I started HartFelt because I watched it happen too many times: agencies sending candidates they knew weren't qualified, just to keep a search alive and a fee in motion. The client took the meeting. The candidate took the call. Nobody won. That's not recruiting. That's billable activity dressed up as a partnership.
So we built it the opposite way. Every candidate we submit has been interviewed against the role, with references run before the offer, not after. Anyone we present has been matched to the role, the team, and the culture. If we can't defend the recommendation in writing, we don't make it.
Recruiting should be one of the largest ROI channels a company has, and the one place where a mistake compounds for years. Done right, it's a competitive advantage. So we take our time, run the same protocol on every search, and only finish when the right person is in seat.
"An unqualified candidate isn't a placement. It's a delay with a fee."
The hire you don't have to second-guess.
Tell us about the role you need to fill. Thirty minutes on the call, and a written Search Assessment of the seat and the market afterwards, yours to keep either way.
See If We're a Fit 30 minutes · A written Search Assessment of your seat after the call, yours to keep