Headhunting Services WithNo Upfront Costs
210-Day Replacement Coverage, First Candidates in 2-3 Weeks
World-Class Employment Solutions in The Gate City
Keller is a top executive recruiting and staffing agency connecting leading employers with talented job seekers in Greensboro, North Carolina. We offer tailored workforce solutions to companies seeking the best talent to elevate their leadership teams. Our recruiters are experts in locating the right professionals to join our clients’ businesses, ensuring their human resources needs are filled. In addition to recruitment, we provide employee and leadership coaching, succession planning, and compensation consulting services.
Greensboro and the wider Piedmont Triad region have historically been anchored by the tobacco, textiles, and furniture manufacturing industries. The city’s central location within North Carolina, educational institutions, and pro-business climate have made it a popular destination among families and businesses. Today, Greensboro boasts a diverse and thriving economy centered around advanced manufacturing, aerospace, life sciences, supply chain logistics, and specialized business services.
Keller’s comprehensive recruitment approach, customized solutions, and international talent network set us apart from other executive recruiting firms in Greensboro and beyond.
At Keller, we fine-tune our employment solutions according to our clients’ business needs, ensuring they get access to the best candidates in their respective fields.
We also go beyond basic candidate searches, working alongside our customers’ HR departments to understand how their hiring practices work and what differentiates them from competitors.
In addition to placing qualified candidates in open positions, we support companies during various circumstances, such as mergers and acquisitions, transitions in leadership, and business expansion.
We start every new project with a comprehensive consultation where we meet with the key decision-makers at our client’s firm to define their candidate requirements. This refers to the desired skills, attributes, and credentials of each job seeker, as well as the specific details of the role and employment type (for example, short-term, full-time, or contract).
Next, we leverage our extensive network, including our NPAworldwide membership, along with sophisticated recruiting software to source potential candidates who match the specified criteria.
Once we have identified a pool of suitable talent, we conduct a thorough assessment of each individual to confirm whether their personality, skills, qualifications, and career aspirations are a good match for our client’s requirements. Our evaluation includes psychometric testing, cultural fit assessments, competency-based interviews, and comprehensive background and reference checks.
Finally, we submit a carefully curated shortlist of top candidates to our client for review.
Keller’s recruitment methodology has evolved significantly since its founding. As a few of our staff members may remember, we began with a one-size-fits-all approach that did not consider our client companies’ staffing needs.
At first, this method seemed to suffice for our purposes. However, its shortcomings soon became apparent when we failed to find a suitable match for a major client. While our recommended candidate had the appropriate technical skills to meet the job’s demands, they were poorly aligned with the rest of our client’s team.
This experience prompted us to prioritize understanding each client’s unique hiring needs alongside the technical requirements of the position we are recruiting for. Adopting this more nuanced approach has made all the difference in improving our placement success rates and allowed us to become a pioneer in executive search and recruitment.
To ensure we maintain our ranking at the top of the recruitment industry, we are committed to continuous learning and staying attuned to market trends.
Our recruiting agents possess a wealth of knowledge that they use to locate talented job seekers for our clients’ teams, ensuring their technical skills and career goals align with the role requirements and company culture. They also have a proven history of successful placements across various industries and functions. This means that, whatever your needs, Keller can deliver the human capital necessary for your company to succeed in the long run.
Our Greensboro recruiters are poised to fill job listings across a variety of economic sectors, including, but not limited to:
Keller excels at locating high-quality candidates for vacancies across every level of expertise, from junior to mid-management and C-suite roles. We also cater to various employment contracts, for example, fixed-term, temporary, permanent, and part-time. Here are common jobs we find top talent for in Greensboro, North Carolina:
Refer to Keller’s Insights section below for information on industry trends, business optimization, and employee retention strategies.
Keller stands out as a leading executive recruiter in Greensboro and surrounding areas, distinguished by our superior staffing services, fast placement times, and vast network of global talent. When you partner with us, you’ll gain access to skilled recruiters who consistently deliver top talent.
Our proven approach, combined with our deep market understanding, allows us to successfully fill positions across diverse industries and functions. Furthermore, our partnership with NPAworldwide and industry relationships enable us to reach professionals who may not respond to traditional outreach methods.
We also maintain a strong commitment to diversity and inclusion, only evaluating job seekers based on their professional credentials without discrimination against gender, age, race, or religious affiliation.
Lastly, our staffing agency is dedicated to delivering staffing solutions that facilitate our clients’ long-term success by ensuring candidates match both the technical requirements of the job and organizational culture.
Keller focuses on identifying professionals who not only possess the education and skill set to excel in a position but also the personality and work ethic to fit in well with our clients’ existing teams.
We are proud of our work and strive to offer staffing services rooted in transparency and integrity. Our recruiters are always available during the recruiting process to offer reports on the progress of their job searches and promptly respond to questions. Additionally, we prioritize the protection of user data through strict NDAs, ensuring our clients’ and candidates’ safety and security are never compromised.
While we endeavor to ensure the professionals we suggest are well-matched to our clients’ requirements, we acknowledge that circumstances can change. As such, we offer a 210-day replacement program-if any concerns arise with a placed candidate within this period, we will identify a replacement at no additional cost.
Contact Keller today and allow us to simplify and streamline your recruitment processes.
"From our first conversation through to the final acceptance offer, Keller was a delight to work with. They provided helpful insights along the way and made the entire process effortless."
- Lowell R., Employee Relations Specialist
"I cannot speak highly enough about the outstanding service provided by the team at Keller. Their dedication, professionalism, and ability to identify top-tier candidates set them apart."
- Whitney L., Recruitment Coordinator
"We were truly satisfied and impressed with the work and professionalism shown by Keller's team during the recruitment process. We were kept informed with regular updates and all our questions were answered post haste. This type of commitment to excellence is almost unheard of these days. Highly recommend them to anyone seeking assistance from a reputable executive recruiter."
- Arthur W., HR Director
Headhunters and executive recruiters typically ask a percentage fee of the total first-year wages of a successful hire. The average percentage fee is between 20% and 25%, but it can be more or less based on the type of position being filled and payment model (i.e., contingency or retained).
Fill in our contact form for more information about Keller’s pricing structure.
Being found by executive recruiters should be part of every professional’s career planning. You should start putting yourself in the way of meeting them-and assisting them-as early as possible in your career.
A good way to start is by being visible on social media platforms like LinkedIn and ensuring your information is up-to-date and complete. You should also attend conferences and networking events whenever you can and take every opportunity to be a panelist or speaker at these events.
Additionally, bear in mind that headhunters are always looking to broaden their network and industry knowledge. If you know of someone who might be a good fit for a role a headhunter is currently recruiting for, provide them with a referral. You’ll likely be perceived as helpful and might be rewarded with an offer for a suitable role in the future.
Remember, the goal is to get on their radar without wasting their time or yours. Always be patient and professional.
“Executive recruiter” and “headhunter” are often used interchangeably in the recruitment field. However, there are slight differences between them, especially with regard to their payment structure.
Executive recruiters, for example, sometimes charge an upfront fee to conduct a customized search for a client. This is because they often work on a retained basis and develop long-term relationships with clients. Retained recruitment refers to the type of searches conducted for senior executive and C-suite roles. Conversely, headhunters typically work on a contingency fee structure. This means they only earn money when they make a successful placement (i.e., a candidate they suggest gets hired).
Selecting an executive recruiter should be done with care for not all of them share the same quality standards. Consequently, it is advisable to perform a thorough investigation of the one you plan to partner with. Establish their specialty to find out if it aligns with your needs and examine their track record of recruiting for similar positions. Read their reviews to determine whether they are viewed positively or negatively among candidates and employers. See if you agree with their hiring method and check the extent and quality of their professional network. Finally, ensure their payment structure is one that aligns with your expectations and budget.
Gain a preview of shortlisted candidates after we conduct in-depth interviews.
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