Equipment Recruiters and Executive Search Specialists

We place revenue and service leaders across OEMs, dealers, and rental, including territory sales, key account managers, product specialists, branch managers, parts and service managers, field service technicians, shop foremen, master mechanics, applications engineers, rental managers, fleet and asset managers and regional directors.

We recruit for earthmoving, paving, compaction, cranes and lifting, material handling and forklifts, aerial work platforms, aggregates, forestry, waste and recycling, agriculture, utility and municipal fleets, mining and quarry, power generation, and light equipment.

Yes. We support manufacturers, independent and captive dealers, national rental houses, specialty rental providers, and service organizations that maintain mixed fleets.

Territory sales, major accounts, government sales, inside sales, rental sales, aftermarket and parts sales, product support sales, used equipment remarketing, and sales leadership up to VP and GM.

Field and shop technicians, master mechanics, rebuild specialists, component overhaul, diagnostics and CAN bus experts, hydraulics and powertrain specialists, welders, PDI techs, service writers, and warranty administrators.

Yes. We recruit branch managers, service managers, parts managers, rental managers, regional ops leaders, directors of product support, and general managers with full P&L accountability.

We combine targeted headhunting, competitive mapping, referrals from our national network, database intelligence, and performance screening to align technical skills, safety record, and culture fit with your market, customer mix, and fleet profile.

We verify quota history, product mix, territory buildout, price discipline, aftermarket pull-through, CRM hygiene, margin control, and retention. We request W2 proof where appropriate and run reference calls with customers and leaders.

Hands-on technical screens, OEM training verification, ASE or equivalent credentials, diagnostics proficiency, hydraulics and electrical troubleshooting, telematics usage, safety history, tools inventory, and MVR/background checks per your policy.

CDL where required, OSHA 10/30, MSHA Part 46/48, TWIC for port work, aerial/scissor certifications, crane and rigging where applicable, OEM factory training, and environmental compliance for Tier 4 Final and emissions systems.

Yes. We deliver direct hire, contract, and contract-to-hire solutions. Clients use contract to cover surge demand, backlog spikes, or seasonal service while we continue executive and permanent searches in parallel.

We can staff full greenfield launches or turnarounds, including branch leadership, counter and parts, service desk, field techs, inside and outside sales, and rental operations with staged start dates tied to your ramp plan.

For common roles we can present vetted candidates in days. Leadership, niche technical, or relocation searches typically take two to four weeks to shortlist, depending on scope and market.

Deep domain focus, a national bench of passive candidates, rigorous performance due diligence, and a playbook tuned to dealer, OEM, and rental economics so hires hit quota, uptime, and margin targets faster.

Yes. We place condition monitoring analysts, telematics specialists, warranty data leads, CRM and pricing managers, and service optimization roles tied to VisionLink, JDLink, Komtrax, and mixed-fleet platforms.

We recruit parts managers, buyers, inventory and demand planners, warehouse leads, logistics coordinators, and warranty administrators experienced with core returns, claims, and supplier programs.

We benchmark base, commission, SPIFFs, GP-based bonuses, tool and vehicle allowances, per diem, and relocation by product line, territory potential, and service revenue mix to align pay plans with profitable growth.

Role scope, earnings plan, target products and customers, service radius, travel and CDL requirements, must-have OEM experience, KPIs for success, relocation flexibility, and your interview process and timeline.

Yes. We provide a replacement guarantee tied to role level and terms. If a hire leaves within the guarantee window, we replace the candidate at no additional fee.

We use nondisclosure steps, non-identifying briefs, controlled outreach, and discreet scheduling. Sensitive information is compartmentalized and only shared after mutual interest and approvals.

We prioritize local talent for speed to impact and customer continuity while maintaining relocation pipelines for hard-to-find specialties and branch leadership in constrained markets.

Post-hire check-ins at 30, 60, and 90 days, feedback loops with managers and new hires, and calibration on pipeline roles so momentum carries through your growth plan.

Yes. We partner with veteran networks, trade schools, and community programs to broaden pools and present diverse slates without lowering technical or performance bars.

We recruit nationwide, with proven delivery across urban, industrial, port, energy, and rural markets. We tailor search tactics to local labor dynamics and competitor landscapes.