Direct hire placement.
Permanent hires that stick.
Founder-led search for leadership, certified specialists, and long-term floor talent — vetted on reliability before they're presented, with retention check-ins after they're placed.
When direct hire is the right move.
Direct hire makes sense when the role is core to your operation — leadership, certified specialists, and long-tenure floor talent that justify the search effort up-front.
Plant managers, supervisors
Leadership roles where culture fit matters more than headcount speed.
Certified specialists
AWS welders, electricians, maintenance techs — niche pipelines, not generic boards.
QA / QC professionals
SQF / GMP-aware inspectors for food and beverage production environments.
Long-tenure floor talent
Operators and leads you'd rather hire once than re-place every quarter.
Four things you don't get from the big agencies.
Founder-led search
Same person from intake through final present — not a search-by-junior handoff.
Retention guarantee
Free replacement if a placement leaves within the guarantee window. Terms in writing on day one.
Real timelines, not promises
We tell you on the first call whether the role fills in 2 weeks or 8. No marketing math.
Transparent fees
Percentage of first-year comp, agreed upfront. No portal surprises, no padded markup.
From brief to placement — five steps.
- 01
Brief
Role, must-haves, culture, timing, comp band.
- 02
Search
Targeted sourcing through trade-specific channels, not generic job boards.
- 03
Vet
Reliability history, certs, references, in-person screen.
- 04
Present
Short list with clear notes — never a résumé dump.
- 05
Retain
Onboarding check-ins through the retention window.
How is your fee structured?
A percentage of first-year compensation, agreed in writing on the first call. The exact percentage depends on role level and search complexity. No additional portal fees, no surprise expenses.
What if the hire doesn't work out?
Free replacement if the placement leaves within the guarantee window. The window length depends on role and is confirmed in writing before search starts.
How long does a typical search take?
Typical floor leadership roles: 3–6 weeks. Certified specialists with rare credentials: 6–10 weeks. We'll give you a real estimate on the discovery call — not a marketing one.
Do you handle drug screen, background, reference checks?
Yes — included as standard. Background and drug screen via accredited providers; references checked personally by the search lead.
Can a temp-to-perm placement convert to direct hire?
Yes — and many do. See our Temp-to-Perm service for the conversion path and buyout terms.
Need a permanent hire that sticks?
Tell us the role and the comp band. We'll tell you exactly how the search plays out — and how long it'll take.
Tell us what you need.
Workers or work — drop your details and a real person gets back to you within one business day. No portal, no runaround.
- A real person replies within one business day
- No obligation, no spam, no portal
- Serving Snellville & nationwide
Prefer to talk? Call 770-954-8117.