Find better. Hire faster.
Your job posting has 200+ applicants. We have 5 candidates. Guess which list has your next hire.
500+ successful placements and counting…
How it works
A straightforward process built around your time and your standards. No job boards, no resume floods, just targeted recruiting for your open roles.
Discovery
Share role details, team dynamics, and what a great hire looks like. The more context we have, the more precise the search.
Source & Screen
We go direct to market: sourcing, engaging, and prescreening passive candidates who match your requirements. No job posts, no mass outreach.
Hire
Receive a curated shortlist of qualified, pre-vetted candidates ready to interview. We manage the process from first contact through offer.
Candidates we find
From the shop floor to the C-suite, we recruit across all levels of talent.
Why Vinehire?
Vinehire is a recruiting firm built exclusively for companies who prioritize talent. With deep experience placing engineers, operations leaders, and skilled technical talent, we work on a contingent basis, earning our fee only when we deliver a hire that meets your standards.
No job board spam. No unqualified applicants. Just experienced recruiting focused on the industries and roles where it matters most.
01.
We take the hard ones
The roles your job board can’t touch and other recruiters gave up on. Pass them to us, and let your team get back to running the operation.
02.
The invisible talent pool
80%+ of top talent aren’t looking for work, which means your job post won’t reach them. Our targeted, direct outreach will.
03.
Precision, not volume
Posting a job and hoping for the best is like fishing in an empty lake. We hunt with a spear, identifying exactly who you need and going directly to them.
Hire talent. Not resumes.
Technical recruiting for companies that build things.
Industries we serve
We specialize in the difficult searches, regardless of the label. If your search requires a scalpel, we should talk.
FAQs
We already have an internal HR team. Why do we need you?
We don’t replace your internal team; we clear their backlog. Your HR directors are handling compliance, benefits, and twenty other open roles. We take the hardest, most specialized technical searches off their plate. They focus on running your company, while we actively hunt the passive talent they don’t have the bandwidth to chase.
Are you just going to post our job on LinkedIn and Indeed?
Absolutely not. Zero job posts. Zero applicant floods. If you wanted to post it on a job board, you would have done it yourself. We go direct-to-market, confidentially headhunting the top-tier candidates who are already employed, performing well for your competitors, and not looking at job boards.
How long until I see candidates?
Typically within the first week. Some roles move faster, some take longer depending on how specialized the position is and your location. We’ll give you a realistic timeline after the intake call — not a number designed to sound impressive.
Are your searches confidential?
Yes. Every search is conducted confidentially. We never disclose your company name or details until a candidate has been vetted and you’ve approved us to share that information.
What happens if a hire doesn't work out?
Every placement includes a guarantee. If a candidate leaves or is terminated within that window, we reopen the search and deliver a replacement at no additional fee.
We already have the job posted. Why would this be different?
Job postings only reach people who are actively looking, which in skilled trades and engineering is a thin slice of the market. The strongest candidates are usually employed and not browsing job boards. We go to them directly. That’s the entire value proposition, access to people you can’t reach with a posting.
How do we get started?
Schedule a 15-minute call. We’ll discuss your open role, timeline, and what a successful hire looks like. If there’s a fit, we can typically begin sourcing within 24 to 48 hours.
What if we handle recruiting internally?
Standard onboarding is same day. Sign up and start adding requests to your board. I’d like to know about your company, the role, and the status. From there, step back and watch the magic!
Is there a limit to how many job requisitions I can submit?
Smart. Internal teams know the culture best. If you ever hit a wall on a role that’s outside your team’s typical scope, that’s where firms like ours tend to plug in. Happy to be the backup plan.
Why should we use a recruiter instead of just posting the job?
If a job board and your internal team can fill the position with a qualified person in a reasonable timeframe, do that. Save the money. But for the roles where that approach has failed, the specialized, hard-to-fill, critical-to-operations positions—that’s where we add value. We reach the candidates your process can’t, and we do it in a fraction of the time.
How does billing work?
Invoices are submitted post successful search to the appropriate accounts payable department.
