A modern recruiting agency, built like one.
A retained and contingent recruiting agency for logistics and supply chain. Every candidate qualified with measurable success data, so the right hire is the obvious one. Fewer searches at a time, by design.
Three things we won't compromise on.
Most agencies sell candidates. We believe in the evidence behind one. These are the principles we hold every engagement, every interview, every recommendation against.
Most agencies cut corners because volume forces it. We cap active searches by design. A small number, run with the same rigor every time, beats high-volume on every metric that matters.
- Logistics and supply chain are the only verticals we work in, ever
- A small number of active searches at a time, never more than we can run well
- A written success profile delivered to you before any sourcing begins
Every candidate comes with a written record: a scored screen, a behavioral profile, a skills exercise built for the actual work. A recommendation you can defend to a board, a CFO, or a hiring manager who has been burned before.
- Every candidate scored on the same seven role competencies, end to end
- Reference interviews conducted before the offer is made, not after
- One composite fit score per candidate, with the full math shown
Most agencies disappear at signature. Ours is the moment our second job starts. A handoff goes to the hiring manager on day one. Documented check-ins follow at thirty, sixty, and ninety days, both sides.
- A one-page onboarding handoff to the hiring manager on day one
- Documented check-ins at thirty, sixty, and ninety days, both sides
- A 90-day replacement guarantee on Strategic Talent Search, 180-day on Executive Search
Why this firm exists, and
where it's going.
HartFelt Careers wasn't built to be another logistics agency. It was built because the existing ones kept making the same mistakes: sending resumes nobody had read closely, billing premium fees for commodity work, and disappearing the moment the offer was signed. I watched good companies lose a quarter of margin to a single wrong hire, then run the same broken search to replace them. The problem was never a shortage of candidates, it was the absence of a process anyone could defend. So the standards came first, the vertical focus came second, and everything else was built to serve those two decisions.
The pattern that needed breaking
Stacks of resumes. No structure. A candidate nobody could defend in writing. Logistics companies were paying premium fees for commodity work, and the replacement rate told the truth.
The system we built instead
A documented process from kickoff to ninety-day handoff. Behavioral, cognitive, and skills evidence on every candidate. One composite score per candidate, with the math shown. A candidate pool you can compare side by side, not in pieces.
The vertical we committed to
Logistics and supply chain only. Mid-market companies in the 50 to 200 employee range, where one wrong hire shows up in margin within a quarter. Depth over breadth, by design.
What we're building next
Tighter calibration, sharper evidence, deeper relationships with the operators who keep this industry running. Volume is not the goal. Standards are.
What recruiting should be, not what it became.
Blake Hart
I started HartFelt because I watched it happen too many times: agencies sending candidates they knew weren't qualified, just to keep a search alive and a fee in motion. The client took the meeting. The candidate took the call. Nobody won. That's not recruiting. That's billable activity dressed up as a partnership.
So we built it the opposite way. Every candidate we submit is qualified with measurable success data, behavioral evidence, role-specific skills work, and references run before the offer, not after. Anyone we present has been matched to the role, the team, and the culture with precision. If we can't defend the recommendation in writing, we don't make it.
Recruiting should be one of the largest ROI channels a company has, and the only one where the wrong hire compounds against you for years. Done right, it's a competitive advantage. So we take our time, run the same protocol on every search, and only finish when the right person is in seat.
"An unqualified candidate isn't a placement. It's a delay with a fee."
The hire you don't have to second-guess.
Tell us about the role you need to fill. In thirty minutes, you'll have a clear read on what good looks like in this market, what a realistic timeline looks like, and whether we're the right team to find them.
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