Nationwide Supply Chain Recruiters & Executive Search.

As a supply chain recruitment agency, we take on a select group of clients at a time and source every candidate specifically for your search, working as a true partner in your hiring. Generalist recruiters often rely on "post and pray" methods that only reach the 30% of the market currently job hunting. We take a strategic, consultative approach instead, working alongside you to define the search before sourcing ever begins.

Every search starts with full alignment on the role. In your Joint Intake call, we cover the day-to-day, the outcomes you expect, your must-haves versus nice-to-haves, and the requirements that matter most, then build a custom Candidate Scorecard so every candidate is evaluated on the same criteria and you can hire with confidence.

Our team brings 20+ years of hands-on supply chain and procurement leadership. Our team knows what strong performance actually looks like, because we've done the work ourselves.

Passive talent is where we focus. Our recruiters proactively reach candidates who aren't actively job hunting, often the strongest performers in the market. Our response rate from passive candidates runs at 35%, which is 10% above what's typical in the industry. 91% of the candidates we place come from the passive talent pool, with a 95% first-year retention rate.

Real market insights come with every search. If compensation or requirements are out of step with the market, we flag it early with real benchmarking data.

Faster time-to-fill than the industry average. Our average time-to-fill is 4.5 weeks, with 95% of placements staying past one year.

From your first call to your final hire, we work as your partner in every hire.

We operate nationwide and recruit across all industries. While we have deep roots in the manufacturing and supply chain sectors, our expertise scales across the board, from tech giants like Google to family-owned businesses, private equity firms, and startups.

Our Locations: We are headquartered in Huntsville, AL, with team members and offices in Chicago, Atlanta, California, and the Northeast.

Roles We Fill: We recruit across the entire value chain, including entry-to-mid-level roles (Buyers, Demand Planners, Supply Chain Managers) and executive leadership (Directors, Global Commodity Managers, VPs, and CSCO/CPOs).

We know how top supply chain talent moves and what they're looking for in their next role. That's why our response rate from passive candidates runs 35%, which is 10% above what's typical in the industry.

Our recruiters are former practitioners themselves, so candidates take our calls in a way they often won't with generic outreach. We maintain our own internal database of passive talent, built over years of direct relationships and industry networking, and we stay active where the best candidates actually are: at events like ISM and APICS. We look at career trajectory, the companies someone's worked for, how they've been promoted, and the specific results they've delivered in each role, to understand their actual capabilities.

Passive candidates move differently than active job seekers, so our process is built to match. We move quickly to keep them engaged, from first outreach through offer, so strong candidates stay interested throughout the search.

Sourcing is the easier part. Evaluating whether someone has the hands-on skill and experience to succeed in the role is harder, because it takes real industry knowledge to know what to ask and how to judge the answer. That's why every interview is a real conversation, with follow-up questions that go beyond a standard skills checklist.

Joint Intake call and a custom Candidate Scorecard. We align with HR and the hiring manager on the daily realities of the role, then build a scorecard so every candidate is judged against the same clear criteria.

Technical interviews built on real industry knowledge. Because our recruiters have done this work themselves, we know which follow-up questions to ask and how to pressure test the answers.

Curated batch of vetted candidates on a set weekly schedule. Each one meets the bar for what you're looking for, backed by the completed scorecard and detailed screening notes.

AI and digital transformation are changing what supply chain roles actually need, so it helps to know which kind of talent you're looking for before the search begins.

Strategic roles focus on long-term direction. Think supplier strategy, risk mitigation, and cost optimization, work that increasingly requires strong data fluency and comfort using AI-powered tools to guide decisions.

Tactical roles keep the day-to-day moving. Think inventory management, order processing, and resolving disruptions as they happen, work that increasingly requires comfort operating within digital systems.

We help you figure out which one you need. We look at your specific business problems and assess candidates for the skills that actually apply, like adaptability and data interpretation.

Our average time-to-fill is 4.5 weeks. Our streamlined recruiting process delivers qualified candidates quickly, while maintaining a 95% first-year retention rate.

We align on process upfront, then move fast. A structured workflow and a mutual commitment to clear timelines keep the search moving without unnecessary delays.

We keep candidates engaged throughout. Top talent stays available for a limited window, so a transparent process with clear timelines matters, waiting too long on an offer or feedback can mean losing a strong candidate to another opportunity.

We don't sacrifice quality for speed. 95% of our placements stay past one year.

Strong candidates stay available for a limited window, so we ask for a few things from you to help protect your search and keep the strongest candidates engaged until you're ready to hire.

Share your interview stages upfront. Screen, hiring manager, panel, offer, whatever your process looks like, this lets us set clear expectations with candidates at every stage, so nothing catches them off guard mid-process.

Give timely feedback. Resume feedback within 3 business days, interview feedback within 2, and interview scheduling confirmed within a week. This keeps momentum going and reduces the risk of losing a strong candidate to another offer while they wait to hear back.

Stay active in the search. If a search goes quiet for 5 business days, we move it to Inactive status so our attention stays focused on searches that are actively moving, protecting the time and energy we can give to your open roles.

Yes, we offer flexible search models designed to meet your specific timeline and hiring priorities:

Exclusive Contingency Search (20% Fee): Our most popular model. By partnering with us exclusively for just 30 days, you receive a reduced fee, dedicated resources, and prioritized outreach with no long-term lock-ins.

Non-Exclusive Contingency Search (25% Fee): A pay-for-performance model where you can work with multiple agencies and only pay a fee if we successfully place a candidate.

Retained Executive Search: For confidential or senior leadership (VP/C-Suite) roles, we offer a customized retained model tailored to the specific scope and complexity of your search.

We stand behind the quality of every placement we make. 

Entry to mid-level roles include a 90-day replacement guarantee. If a candidate leaves or doesn't meet expectations within that window, we restart the search at no additional cost.

Director-level and executive roles come with extended guarantee periods. These are discussed and tailored during the initial engagement, based on the scope of the search.

We’ve made it simple to kick off your search and align our teams for success. Here is our proven process to get started:

Contact & Consultation. Reach out by phone or email, or schedule an initial consultation to talk through your hiring goals, company culture, and role requirements.

Choose a Search Model. Review our options: Exclusive Contingency, Non-Exclusive Contingency, or Retained, and select the one that fits your timeline.

Joint Intake. Once the agreement is signed, we run a kickoff call with HR and the hiring manager to align on the role and the realities of the position.

Candidate Scorecard. We build a custom scorecard and send it to your team for review and approval before sourcing begins.

Weekly Candidate Batches. Sourcing begins, and you'll receive a curated batch of vetted candidates on a set weekly schedule.

Hire with Confidence. We support you through interviews, feedback, offer negotiations, and onboarding, start to finish.

Whatever stage you're at, from your first conversation to your final hire, we're with you every step of the way, guiding you toward a hire that fits your needs, your culture, and your organization.