Henis Group

“The method that finds your best people at one level will fail miserably at the next.” Alex Hormozi said this recently and he nailed it. Most companies try to fill every role the same way. They post a job, cross their fingers, and hope for great candidates. But every level of talent requires a different approach. Level 1: Low to Mid-Level Jobs Post your roles on job boards, go to hiring events, and put a sign out front of your facility. Use a temp agency if you don’t have the interest or bandwidth to do this yourself. — Level 2: Mid-Level or Specialized Roles Many can be found in applicant databases, but others are better found in job-specific forums and niche groups. Expect to have to reach out to these people first, with occasional wins from job postings. — Level 3: Leaders Recruit, don’t rely on a post. These people aren’t browsing job boards. They respond to direct outreach, referrals, and relationships. — Level 4: High-Level Executives Executive search only.  Senior leaders take calls from trusted headhunters, not HR. — The mistake? Using Level 1 tactics to find Level 4 people or vice versa. A $200K VP of Operations isn’t applying on Indeed. A $45K production associate doesn’t need an executive search. Match your method to the level and your results change fast. Love seeing people like Hormozi highlight what effective recruiting strategy really looks like and how it applies across every industry.

3 new team members. 3 different stories, and 1 key lesson in hiring. KEEL, a growing defense manufacturer, recently came to us with a time critical challenge. They were successfully scaling, yet they rapidly needed to hire new operational leadership. Although they already had a great team behind them, filling these 3 key roles hit home an important truth: Every recruitment search is unique, and understanding candidates is crucial. What attracts a candidate to one role is completely different from another. It’s by knowing how to target these different people that makes all the difference. No shortcuts. No generic job ads. Just understanding what actually resonates with people. Here’s how we did just this for our client: https://lnkd.in/eaK4H9Rk

You can’t hire loyalty with perks. It’s the quickest (and most expensive) way to lose great talent. Because the highest-performing organizations know that attracting and retaining the best people all relates back to what matters most: - Mutual respect and a genuine work culture  - Leaders who actually care - Flexible work approaches - Clear vision and purpose - Trust and transparency A fancy ping pong table and free coffee might sound good on paper. But people care about working for a company that genuinely aligns with their values, purpose and wellbeing. Ignore these essentials and your talent pool will drain faster than you can fill it. I love this graphic by John Castro. 

He continually kept pouring hours into interviews. Last week, I spoke with a senior leader of a growing business who was looking to expand his team. But each time he had interviews, just when he thought he’d found the ideal person… he’d later realize, they weren’t the right fit. The issue was that he was focusing on the immediate results. He was constantly searching for someone who could jump in and fix short-term problems. But it’s not enough to hire someone who can just do the job today, because bringing in someone who doesn’t fit your culture or long-term vision can slow down progress. That’s why tomorrow, I’m sharing the proven approach I used to help a growing small business to expand their operational leadership team. Learn from what’s already worked and secure the right long-term talent for your team. Coming to you tomorrow.

We’re excited to announce the placement of a senior operations executive as General Manager for a leading manufacturer of high-end custom furniture. In this role, they will oversee all operations at the company’s key upholstery manufacturing facility, driving efficiency, elevating craftsmanship, and leading teams across production, supply chain, product development, customer service, and quality to uphold the company’s standard of excellence.

One key team member leaves, and suddenly everything comes to a halt. Projects slip. Operations stall. Client satisfaction drops. Your team is stretched so thin covering the extra responsibilities. The temptation? Rush to fill the role quickly. But in my experience, the wrong hire costs far more than a temporary empty desk. It slows growth, damages morale, and creates extra work you don’t need. Instead of rushing, focus on finding the right person, not just the fastest. That means defining the role clearly, aligning on long-term goals, and evaluating candidates thoroughly. Do this, and you’ll make smarter hires, protect team morale, and keep operations running smoothly. Recruitment is a balance: speed matters, but the right candidate matters more. If you want to make your next hire count, take the time to get it right. Message me if you have a question or are searching for guidance in the right direction.

Why hiring local fails (and when it works). Some companies have the privilege of hiring local. They’re in well-populated areas. They have plenty of local competitors to recruit from. Or they’re big brands like BMW or Michelin that attract top talent just by name. But even those companies recruit nationally and internationally despite having access to the best local talent. For most manufacturers, the local-only approach doesn’t work. Here’s why roles stay open for months or even years: • Rural locations with limited talent pools • Niche industries with no local competitors • Specialized skill sets that simply don’t exist nearby In those situations, waiting on a perfect local hire is a losing strategy. The best path forward is relocation. It expands your candidate pool in both quantity and quality. And instead of hoping that one local candidate has a bad day and decides to apply, you’re actively drawing from a wide market of proven impact players. Yes, it is an investment. But the cost of leaving key roles unfilled is far greater.

We’re excited to announce our recent placement of a Service Technician with a specialized vehicle manufacturer in Casa Grande, AZ. Based in their distribution and refurbishment center, this role will support the servicing and upkeep of their advanced vehicle fleet.

In a business that can often feel transactional, it’s a great feeling to work with companies that value ongoing relationships. This client has trusted us with 5 roles and we’ve successfully filled each one with talented impact players.