After promoting their Operations Manager to General Manager, a structural steel service center in the Northeastern US found itself in a tough spot. Without the right talent internally to backfill the role and having no luck searching for talent elsewhere, they decided to seek outside help. Already having a good relationship with their VP of Workforce Development, we were ecstatic when they reached out to us to support their search.

As our first search with them, it became a perfect example of the critical role the recruiter plays in a search: not just finding one good candidate but willingly going back to the market again and again until we find—and secure—the right fit.

On paper, what they hoped to find wasn’t too out of the ordinary. They wanted someone with steel operations experience whose personality and job history reflected deep care for trust, safety, and operations. The right person would also be an excellent communicator and “translator,” of sorts. Their job would include interfacing between the facility folks and sales teams. That means being highly connected to both groups, speaking each one’s language, and being able to facilitate smooth communication between them. 

With these requirements in mind and their geographic limitations, it quickly became clear we’d need to explore beyond our existing candidate database. While our recruiters and researchers dug into LinkedIn with fervor, they ultimately took a more boots-on-the-ground approach. Scouring local steel company websites brought in a significant number of great candidates. 

Ultimately, five candidates made it to the later interview stages, but it was hardly smooth sailing. Relocation plans for one candidate fell through due to family obligations. A horrible car accident on the way to the in-person interview led to severe anxiety about the commute and the candidate dropping out. Realizing mid-in-person-interview there was a significant personality misalignment. 

But when all was said and done, they finally found their ideal operations manager, and it was the perfect fit for him, too.

Like many candidates we place, the gentleman they hired wasn’t seeking a new opportunity. In fact, when we first got him on the phone, he wasn’t interested in even hearing about the role. He’d worked for the same company for over a decade, starting as an operator and working all the way up to his then-current role as facility manager. After spending his entire career there, he had no intention of retiring from anywhere else. 

But after some conversation, he realized a few things. First, that we weren’t going to pressure him into making a change he didn’t want. Second, he’d grown very “comfortable” at his company. And lastly: there wasn’t much more room for growth, and maybe he wasn’t as content with the status quo as he thought. 

He’d get a pay bump, have access to more exciting growth opportunities, and—as the cherry on top—his commute would significantly shorten. He lived less than 10 minutes away! In the end, and after meeting with the hiring team, he knew this was too good an opportunity to pass up.

Recruiting experiences are a spectrum. Sometimes you get a quick, one-and-done perfect fit. Other times you have five great options fall through before you finally land on the right candidate. 

While our average search runs around 45-47 days all-in, the additional challenges and setbacks on this one brought it to a nearly five-and-a-half-month process. But it was only four weeks between them meeting the candidate they ultimately hired and the signed offer. He continues to do an amazing job as their Operations Manager and is still incredibly happy with the role and company.

There’s a lesson here. Though nearly everything that could’ve gone wrong with this search did, we never stopped seeking the right candidate. We pride ourselves on our speed because it’s an important factor in any search (no one wants a recruiter who drags their feet), but even when plans go awry, we stay proactive. Persistent. Relentless. 

While expediency is important, having a continuously engaged recruiter is just as critical. Finding the right candidate is the goal, but when things hit the fan and your recruiter needs to find a second, third, fourth, even fifth candidate? Knowing they’re with you all the way to the end is how you build trust. 

This client continues handling the bulk of their talent acquisition internally, but when they run into a frustrating or seemingly impossible search, they reach out to us to find the right talent for the role.

Experience a faster, smarter, smoother search.

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