Strategic Talent Search
The search for the seats that run the business.
Operations, sales and leadership hires for logistics and supply chain companies. One search, one seat, defined with you before we contact anyone.
Who it is for.
A seat has sat open too long.
You have tried the job boards and your own network and are not finding the quality you want. The seat costs you every week it stays open.
You are growing.
A new office, a new lane, a new customer. You are hiring people you have not hired before, and the hire has to hold as you scale.
Your recruiters are stuck.
You have an internal team and they cannot reach the people you need. We work alongside them on the seat, not around them.
Hiring at the C-suite or VP level? That is Executive Search.
A hire you are sure of, not a candidate you settle on.
Most companies hire against a job description and end up settling on someone they are not sure of. Strategic Talent Search starts a level deeper. Before we go to market we sit with your hiring team and write down what the seat has to produce, who it reports to, and what success looks like at ninety days and at a year. You sign that Success Profile.
Then we go to the people doing the job today, most of whom are not applying anywhere, and interview each one against it. What reaches you is a short list of people who fit the seat you defined, each with our reasoning in writing and references already called.
See how a search runsSeats we fill with it.
The operations, sales and leadership roles that decide how the next quarter goes.
And the roles around them.
Two questions we hear first.
Engaged, Retained or Contingent?
Strategic Talent Search runs under any of the three. Each runs the same four steps and carries a replacement guarantee. They differ in how exclusively we work for you and how the fee is structured. After the call, your Search Assessment recommends the one that fits your seat.
Do you work with companies our size?
Every size, from owner-run brokerages to national operators. What matters is whether the seat is important enough that getting it wrong would hurt. The call is where we learn about the seat, and the Search Assessment after it says plainly whether we can help.
Have a seat to fill?
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.