Talent Strand

Professional Recruitment

You need a controller, a plant manager, a marketing director or another experienced professional on your payroll. Professional Recruitment covers mid-level and senior individual contributors and managers across finance, accounting, HR, marketing, sales, operations, supply chain, legal, compliance and admin.

We build every search from four sources: our existing database, referrals from people we know in your industry, targeted job advertising, and direct outreach to professionals who are not looking at job boards. A shortlist only reaches you after each person has been screened and interviewed by us. You see confirmed salary expectations and notice periods before you spend time on a first call. That means fewer surprises later.

You may need a senior accountant for a manufacturing site in Ohio, a regional sales manager for a software firm, or an HR business partner for a hospital system. The role could sit in legal, compliance, operations, supply chain or back-office administration. We handle mid-level and senior individual contributors as well as managers who lead teams. Each search follows the same discipline. Clarify the real requirements, find people who match, check their motivation, and confirm the details before you meet them. The scope is broad.

When this is the right choice

  • You need a plant controller for a factory in the Midwest and your internal HR team is stretched thin.
  • A marketing director role has been open for two months because the salary band and title are out of step with the local market.
  • You want to hire a compliance manager for a bank or credit union and need candidates who already know the regulatory environment.
  • Your leadership team needs a supply chain manager who has run multi-site distribution and will join your payroll from day one.
  • A regional sales director is leaving in six weeks and you want a shortlist of already screened candidates before the notice period ends.

What we cover

  • Finance and accounting
  • HR, marketing and sales
  • Operations and supply chain
  • Legal, compliance and admin

How it runs

  1. Tell us what the job actually requires.

    You walk us through the reporting line, the core tasks, the systems, the shift patterns and the must-have credentials. We ask about salary range, location, team size and what good looks like after six months.

  2. We find and approach candidates from four directions.

    Our database, referrals from your industry, job ads and direct outreach run at the same time. We contact people who are employed elsewhere and explain the role without posting your name until you allow it.

  3. We screen and interview before you meet anyone.

    Each person on the shortlist has already answered questions about their work history, reasons for moving and hard skills. We confirm salary expectations and notice periods in writing, so you do not waste interview time.

  4. You interview and we manage the close.

    You talk to the finalists and choose the person you want to hire. We handle references, offer details and the resignation conversation, then stay in touch through the first weeks on your payroll.

Questions employers ask

Which roles does Professional Recruitment cover?

This service covers mid-level and senior individual contributors and managers across finance and accounting, HR, marketing and sales, operations and supply chain, and legal, compliance and admin. Examples include controllers, HR business partners, plant managers, regional sales managers, compliance officers and supply chain analysts. If the role sits on your payroll and leads people or owns a defined area, we can handle it.

How do you find candidates who are not applying to job ads?

We start with our own database and referrals from people who work in your field. We also run targeted job ads and directly contact professionals whose current roles match your opening. Many of those people are not active on job boards, so a direct approach often surfaces names you would not see otherwise.

Will I see a long list of resumes?

No. You see a shortlist of people we have already screened and interviewed. Each profile includes confirmed salary expectations and notice period. You decide who to interview, and we never send you unvetted applications.

What if the role is confidential or you cannot post the company name?

We can run a search without naming your company until a candidate signs a mutual interest agreement or you approve the disclosure. Direct outreach and referrals work well for confidential roles because the approach starts one to one. Many employers use this for replacing an incumbent or hiring ahead of an expansion.

Have a role to fill?

Send the job title, location and pay range. A recruiter will call you back to talk it through.

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