Resources

by Brian Cavataio 05/14/2025

In an industry where the average turnover for new hires ranges from 20-33% in the first year, I’ve maintained a 96% success rate with placements who stay with clients for at least four years. This isn’t by chance- it’s the result of a fundamentally different approach that most recruiters don’t adopt. Too many practitioners fail to truly understand the businesses and industries they serve, leading to frustrated hiring managers and missed opportunities.

I put my money where my mouth is. Every retained search I conduct is backed by a 2-year guarantee, far beyond the industry standard, where 90-day to one-year guarantees are the norm. I offer two years because it genuinely takes that long for a candidate to make a meaningful impact on your business. This confidence is built on a proven track record: over 600 direct hire placements globally, spanning procurement and logistics analysts, plant managers, trade compliance leaders, and up to chief supply chain officers, CEOs, CFOs, and COOs. No other agency matches this level of commitment, and my results speak for themselves.

The Industry Knowledge Gap: Why Most Recruiters Fail

The most common reason recruiters fail is their lack of deep industry knowledge. Recent research shows that 63% of hiring managers feel that recruiters don’t understand the jobs they are recruiting for, creating distrust and frustration as managers waste time reviewing irrelevant CVs and explaining fundamental concepts. This issue is even more pronounced in the supply chain sector, where specialized expertise is essential. Without understanding the nuances of importing/exporting, supplier sourcing, vendor negotiations, contract management, or ERP systems, recruiters cannot identify truly qualified candidates.

Industry knowledge isn’t just helpful—it’s essential. Familiarity with industry-specific terminology, skill sets, and regulatory frameworks allows recruiters to engage meaningfully with clients and candidates, efficiently identify top talent, and recognize transferable skills.

Beyond Behavioral Questions: The Strategic Approach

Too many recruiters rely on standard, predictable interview questions that yield rehearsed answers and fail to reveal a candidate’s abilities or fit. Instead, I ask strategic questions that assess critical thinking, problem-solving, and alignment with company goals. When I ask candidates about their approach to supply chain optimization or how they’ve navigated industry challenges, I often hear, “I’ve never had a recruiter ask these types of questions before.” That’s when trust is built- candidates recognize that I understand their field and what success truly looks like.

The Essential Partnership Triangle: Recruiter, HR, and Hiring Manager

A common misconception is that working exclusively through HR is enough. While HR is valuable, direct access to hiring managers is non-negotiable for recruitment success. Strong partnerships with hiring managers lead to improved candidate quality, as collaboration ensures a better understanding of job requirements, team dynamics, technical needs, and the unwritten expectations that make a placement successful. Without this relationship, recruiters are left in the dark, often sending unqualified candidates and eroding trust.

When hiring managers insist on working only through HR, I explain my process and why direct engagement is crucial. HR often can’t answer detailed questions about ongoing projects, departmental vision, day-to-day dynamics, or management style- all of which are vital for making the right match.

Avoiding the Shotgun Approach: Quality Over Quantity

Many recruiters take a “shotgun approach,” applying for anything and everything, or submitting candidates without understanding the industry or specific requirements. This wastes everyone’s time and destroys credibility. Instead, I focus on quality over quantity: a well-crafted job description, strategic questioning, and thorough screening deliver fewer, but far better-qualified candidates. Hiring managers appreciate this respect for their time and the expertise it demonstrates.

Building Trust Through Industry Knowledge

Trust is the currency of successful recruitment, and it’s earned through deep industry knowledge. When candidates and hiring managers see that you truly understand their world, they value your insights and recommendations. This requires continuous learning, staying informed on industry trends, and building relationships with subject matter experts. The payoff is clear: faster placements, higher quality candidates, and longer retention.

Conclusion: The Proof is in the Results

My approach-deep industry understanding, strategic questioning, direct hiring manager relationships, and careful candidate matching-has produced a 96% success rate with placements that stay at least four years. This stands in stark contrast to the industry’s high turnover rates. Recruitment doesn’t have to mean high failure and frustration. Investing in knowledge and partnership can transform your results and reputation.

Ready to Break the Cycle? Let’s Get Real About Recruitment.

If you’re stuck and frustrated with the same old “post and pray” approach, it’s time to work with a recruiter who gets things done. We don’t just wait for applicants and hope for the best- we take a proactive, headhunting approach.

We build targeted lists of companies and handpick candidates who fit your needs. Then, we pick up the phone and have honest, meaningful conversations to ensure the right match. That’s what genuine recruitment looks like.

And remember: I back every retained search with a 2-year guarantee, because I believe in my process and the impact of the talent I deliver. Call me today if you’re tired of sifting through irrelevant resumes and want a partner who brings you talent, not just applicants. Let’s build your team the right way, together.

Stop losing the battle for talent. Call me, and let’s win it.