From the first discovery call to the 90-day retention check-in, every search runs the same seven-stage protocol. Here is what each stage does and why it exists.
Plenty of logistics recruiting stops at a job spec, a LinkedIn search, and a stack of resumes. We do not operate that way.
Each of the seven stages below produces something specific you can review, defend, and build on. It takes longer than sending resumes. What you get back is a written reason for every candidate we put in front of you.
Each stage builds on the last. Nothing here is improvised.
Listen to the role, the team behind it, and the operational pressure that made this hire urgent. Pressure-test the comp range you have in mind against what the market is actually paying. After the call you get a written Search Assessment of the seat and the market, yours to keep either way.
A working session with you and the hiring team to design the role, not just describe it. We define what success looks like at 90 days, six months, and a year, then go deep on your culture so we match candidates who will excel in your work environment, not just on paper. Everything we capture becomes a custom scorecard, so every candidate is evaluated against the same defined criteria. No gut calls, no guesswork. You sign the success profile before we contact anyone.
Confidential outreach inside logistics and supply chain. We do not blast your hiring need across the market or attach your name to anything you have not approved. We map your competitors and adjacent verticals, identify the operators we want, and reach out directly. The talent worth winning is passive: not actively job-hunting, not on job boards, would not reply to a public posting. That is the talent we are built to find.
Every candidate runs through the same protocol. An interview against your role and reference work, all scored on the same criteria and written down. We do not submit anyone we cannot defend in writing.
Submit every candidate in the same format, scored on the same criteria, with the evidence behind the score attached. Nothing goes to you that we can't defend. We share our take and our reasoning in the debrief call, but you make the call.
Bring market intel to the offer conversation so it lands competitively. Run final references on the same scorecard. Manage the candidate through resignation, counteroffer pressure, and the gap between accept and start. Stay close to both sides through signature.
Day-one, your hiring manager gets a written one-page handoff on the new hire: what they need to ramp, what to watch for, what they need from you. We check in with both the candidate and your team at 30, 60, and 90 days. We catch drift early.
When these steps are skipped, the gaps show up later in mis-hires, stalled searches, or a hire who quietly underperforms for a year.
Without a structured success profile, the agency is sourcing against assumptions. The candidate looks right on paper, ramps slow, and underperforms by month four. You never see why because there was no benchmark to measure against in the first place.
When every candidate is not scored on the same criteria, you cannot compare them objectively. Your gut decides. Bias creeps in. The person who interviewed well gets the offer over the person who would have done the job better.
Without live counts of candidates sourced, contacted, and screened, you cannot tell if a search is on track or stalled. You only learn something is wrong when resumes do not arrive on time, and by then you have lost weeks you cannot get back.
A guarantee you have to chase after the hire leaves is paper, not protection. Real retention support means catching drift before it becomes attrition. The check-ins exist so the hire stays placed, not so the agency can dodge the guarantee call.
See if we are a fit. We will walk through your role and show you what the process looks like in practice.
See If We're a Fit 30 minutes · A written Search Assessment of your seat after the call, yours to keep