The Lean Difference.
Eight steps. Built around fit.
Every search runs through one question.
We aim to answer one question: can this person actually do the work, on this kind of project, for this kind of team?
The people responsible for placing safety talent
should actually understand safety.
Our search methodology was built by professionals who have hired safety talent, worked alongside them in the field, and relied on them to perform in high hazard environments. Every step in our process is designed to answer one question: does this person truly have the experience, mindset, and operational fit to succeed on this specific project and within this specific team.
The result is field-proven safety professionals who align with your scope, your culture, and your operational demands. Not candidates who meet the minimum requirements on paper.
Eight steps from kickoff
to start date and beyond.
Every direct hire engagement runs through this process, regardless of whether it's a contingent, exclusive partnership, or retained search. What changes between tiers is depth of work and commitment level. The methodology doesn't.
Discovery & Intake
We start with a thorough intake to understand your project, your organization, and what success actually looks like for this hire. We clarify role requirements, compensation parameters, project type and hazard profile, and what fit means in your environment before we begin sourcing.
Our construction safety background means we understand the difference between what a job description says and what the role demands on a jobsite. We ask the right questions because we have held the accountability ourselves.
Market Calibration & Strategy
We assess current market conditions for your specific role and geography, evaluate candidate availability, benchmark compensation, and set realistic timelines before the search begins. If the market is tight for your role, and for experienced EHS professionals it usually is, we tell you upfront and adjust strategy accordingly.
Targeted Sourcing
We don't post jobs and wait. We reach the candidates worth reaching through direct outreach to working professionals who aren't on job boards, active relationships across ASSP chapters and the construction safety community, and regional market depth in Texas, New Mexico, Arizona, Idaho, and other target markets.
Experienced safety professionals take our calls because we came from the same world.
Screening & Qualification
Before any candidate reaches you, they go through rigorous qualification. Our vetting covers experience verification, scope alignment assessment, field credibility evaluation, motivation and stability review, compensation alignment, and cultural fit. We evaluate whether a candidate can actually earn the respect of the crews and lead from day one, not just whether their certifications check out.
You won't receive a stack of resumes. You'll receive a small number of thoroughly vetted candidates who genuinely fit your project and your culture.
Candidate Presentation
Every submission includes a professional resume with relevant project experience highlighted, detailed screening notes, a scope alignment summary mapping their background to your specific project demands, compensation and availability details, and our assessment of strengths and recommended interview focus areas.
Interview Coordination, Offer Support & Close
We coordinate all scheduling, brief candidates on your organization and project scope, collect feedback from both sides after each stage, and keep candidates engaged throughout. When you're ready to extend an offer, we facilitate compensation discussions, address candidate hesitations, prepare for counteroffers, and manage communication through to a signed offer.
In a market where the best safety professionals have options, speed and communication determine whether you land the hire.
Post-Placement Follow-Up
Our commitment doesn't end at the start date. We stay engaged with both client and new hire through the transition, conduct proactive check-ins during the first 90 days, and provide retention guidance throughout the guarantee period. This is part of why our retention rate is 97.7% at one year across 105+ placements.
Long-Term Partnership
For Exclusive Partnership and Retained engagements at Site Safety Manager and above, our commitment extends past the guarantee window. If your hire leaves within two years after the guarantee period ends, you receive a credit toward their replacement: 15% in year one, 10% in year two.
Real accountability for the long-term outcome, not just the start date. The reason 100% of our clients come back when they have another search to run.
Tell us about the search.
We'll walk you through how we'd run it.
A Talent Needs Call is where the methodology starts. Step one. We talk through what you're hiring for, the project, the scope, and how we'd approach the search. No pitch, no pressure.