Skip to main content
HomeServicesProcessAboutBlogContactClient PortalBook a Call
Our Process

We design hires.
Not push resumes.

From the first discovery call to the 90-day retention check-in, every search runs the same seven-stage protocol. Here is what each stage produces, what you receive, and where most agencies fall short.

Why This Matters

Every search runs the same protocol.
By design.

Most logistics recruiting works in four steps: receive job spec, search LinkedIn, send resumes, collect fee. We do not operate that way. Each of the seven stages below produces something specific you can review, defend, and build on. The result is not faster placements. It is the right placement, the first time.

The Seven Stages

Discovery to retention.

Each stage has a defined deliverable. Each one builds on the last. Nothing here is improvised.

Discovery Call

30 min · Free
What we do

Listen to the role, the team behind it, and the operational pressure that made this hire urgent. Pressure-test the comp range you have in mind against what the market is actually paying. Tell you honestly whether we are the right team to run this search.

What you receive
  • A realistic read on what you are hiring into
  • An initial comp benchmark for the role
  • A clear yes or no on mutual fit
Why it matters: Most agencies skip the fit check and start pulling resumes immediately. We will not take a search we cannot win for you.

Role Design Session

60 min · Onboarding
What we do

A working session with you and the hiring team to design the role, not just describe it. We define what success looks like at 90 days, six months, and a year, then go deep on your culture so we match candidates who will excel in your work environment, not just on paper. Everything we capture becomes a custom scorecard, so every candidate is evaluated against the same defined criteria. No gut calls, no bias.

What you receive
  • A written success profile
  • A custom scorecard built from your specific criteria
  • A comp benchmark for this specific role
  • A market map of where candidates sit today
Why it matters: The data we capture here informs every step that follows. The custom scorecard lets us identify the stronger candidates by week two of the search, not month four of the new hire's tenure. Most agencies skip this session and pay for it later in mis-hires and culture mismatches.

Specialist Sourcing

1 to 2 weeks
What we do

Confidential outreach inside logistics and supply chain. We do not blast your hiring need across the market or attach your name to anything you have not approved. We map your competitors and adjacent verticals, identify the operators we want, and reach out directly. The talent worth winning is passive: not actively job-hunting, not on job boards, would not reply to a public posting. That is the talent we are built to find.

What you receive
  • Live outreach visibility in our exclusive client portal (Engaged and Retained)
  • Weekly progress reports delivered through the portal
Why it matters: Waiting for applicants is broadcasting, not sourcing. We pull from a network built specifically in this vertical and go after the operators who would not see a posting in the first place.

Structured Vetting

1 to 2 weeks · Overlaps sourcing
What we do

Every candidate runs through the same protocol: identity verification, behavioral interview, a skills assessment tied to the actual role, and reference work. Every candidate gets scored on the same criteria, written down. We do not submit anyone we cannot defend in writing.

What you receive
  • A complete candidate profile for every submittal
  • Behavioral and skills evaluation results
  • Each candidate scored against your custom scorecard
  • Our written assessment of fit and risk
Why it matters: Most agencies hand you a stack of resumes and let your gut decide. We hand you a structured evaluation and the evidence behind it.

Candidate Submittal

1 week · Shortlist delivery
What we do

Submit three to five candidates at once, in the same format, scored on the same criteria. You review the whole pool in one sitting, not one candidate at a time over six weeks. We share our take and our reasoning in the debrief call, but you make the call.

What you receive
  • A shortlist submittal with every candidate profile in one package
  • A debrief call to walk through it together
Why it matters: Most agencies drip resumes over weeks, hoping one of them sticks. We submit the full shortlist together so you can decide with the whole picture.

Offer & Close

1 to 2 weeks
What we do

Bring market intel to the offer conversation so it lands competitively. Run final references on the same scorecard. Manage the candidate through resignation, counteroffer pressure, and the gap between accept and start. Stay close to both sides through signature.

What you receive
  • An offer strategy informed by current market data
  • A final reference report
  • Active candidate management from accept through start date
Why it matters: This is the stage where most searches lose the candidate. They accept, the current employer counter-offers, communication goes quiet, and weeks of work disappear. Our job between accept and start is to keep the candidate close so the offer survives the noise.

Onboarding & Retention

90 days post-start
What we do

Day-one, your hiring manager gets a written one-page handoff on the new hire: what they need to ramp, what to watch for, what they need from you. We check in with both the candidate and your team at 30, 60, and 90 days. We catch drift early.

What you receive
  • A written day-one onboarding handoff document
  • Three documented check-in calls (30, 60, 90 days)
  • A placement guarantee with no-cost search restart
Why it matters: Most agencies close the search at the offer letter. We close it at day 90, when the hire is still in seat and producing.
What Gets Missed

If your recruiter is not doing this,
here is what you cannot see.

When these steps are skipped, the gaps show up later in mis-hires, stalled searches, or a hire who quietly underperforms for a year.

No role design session

Without a structured success profile, the agency is sourcing against assumptions. The candidate looks right on paper, ramps slow, and underperforms by month four. You never see why because there was no benchmark to measure against in the first place.

No structured vetting

When every candidate is not scored on the same criteria, you cannot compare them objectively. Your gut decides. Bias creeps in. The person who interviewed well gets the offer over the person who would have done the job better.

No real-time search activity

Without live counts of candidates sourced, contacted, and screened, you cannot tell if a search is on track or stalled. You only learn something is wrong when resumes do not arrive on time, and by then you have lost weeks you cannot get back.

No 30/60/90 follow-up

Most agencies offer a "guarantee" but you have to chase them when the hire leaves. Real retention support means catching drift before it becomes attrition. The check-ins exist so the hire stays placed, not so the agency can dodge the guarantee call.

Ready to Design your next hire?

Book a discovery call. We will walk through your role and show you what the process looks like in practice.

Book a Discovery Call 30-minute call · No commitment required