Permanent direct-hire placements across the ten roles where the three-pillar approach adds the most value for SMB and mid-market US employers.
Outside this list, ask. The three-pillar approach travels.
Office managers, executive assistants, receptionists, billing clerks, schedulers, document specialists and project coordinators across SMB and mid-market employers.
Staff accountants, bookkeepers, AP/AR specialists, payroll leads, financial analysts, controllers and CFO-track candidates.
Customer service reps, contact-center supervisors, support team leads, escalation specialists, retention specialists and CX coordinators.
Inside sales reps, account executives, business development reps, sales operations leads, regional sales managers and VP-sales placements.
Marketing coordinators, content writers, digital marketing specialists, brand managers, social leads and marketing directors.
Help desk technicians, desktop support analysts, sysadmins, IT operations leads and small-team IT managers.
Operations coordinators, project coordinators, logistics specialists, ops managers, supply chain analysts and warehouse operations leads.
HR generalists, HR managers, recruiters, payroll administrators, benefits specialists, talent acquisition leads and HR business partners.
Practice managers, medical billing specialists, coding leads, patient access reps and scheduling coordinators across primary care and specialty practices.
Warehouse supervisors, forklift operators, shipping/receiving leads, production-line supervisors, quality techs and maintenance technicians.
Different services have different paperwork stacks, but the search runs the same three-pillar way. Whether the role is a controller for a 200-staff manufacturer or a customer service supervisor for a 25-staff distributor, we follow the same direct process.
If it is a finance role, we know which CPA-track candidates carry weight in the local market. If it is light industrial, we know which OSHA certs matter. If it is sales, we know how to read a quota-attainment story. We come prepared.
We work the passive market first - referrals, networked alumni, individuals already in role at peer employers. Public posting only when you specifically ask.
Three to five candidates with full vetting documentation, written scoring against the brief and reference notes attached. You meet only confirmed-fit candidates.
Offer coordination, counter-offer management, start-date logistics, onboarding handoff, week 2/6/12 check-ins and a 90-day replacement guarantee from the start date.