For employers / A focused search
An open seat
affects the whole team.
Work backs up. Managers get stretched. Customers wait. Let’s get specific about the person who would make the day run better.
One recruiter. A defined process.
A useful shortlist starts with a better brief.
- We define the real requirements.Equipment, processes, shift, pay, commute and the must-haves that actually matter.
- You meet candidates with context.We discuss relevant experience, motivation and expectations before an introduction.
- The terms come first.Your fee and replacement terms are agreed in writing before the search. No hire, no fee.
- You stay in the loop.A written Friday update while your search is active.
Best fit: direct-hire roles in operations, skilled trades, logistics, project delivery and customer-facing teams. We start with a conversation about whether Seat Fill is right for this particular search.
Good questions before we start
What does it cost?
The fee is quoted for the role and agreed in writing before sourcing starts. There is no placement fee if you don’t hire through Seat Fill.
What is the replacement commitment?
The current offer is a 90-day replacement commitment. Your written agreement sets the conditions and process. We’ll walk through it before the search.
Do you provide temporary staffing?
Seat Fill focuses on direct hire. The person joins your payroll from their first day.
How fast can you fill the role?
That depends on the requirements, compensation and available candidates. We’ll talk through a realistic search approach after reviewing your brief.
Tell me about the seat.
A few details now make our first conversation more useful. Sending this does not start a paid search.