Key Assets Recruitment specializes in identifying and recruiting manufacturing leaders who create safe, productive, and high-performing operations.

We partner with manufacturers across automotive, aerospace, industrial products, engineered products, metals, plastics, and related industries to recruit leaders capable of improving operational performance, developing teams, and supporting long-term business growth.

Whether you are hiring a Production Manager, Operations Manager, Plant Manager, or Director of Operations, we understand the leadership, technical, and business skills required to succeed in modern manufacturing environments.

• Operations Manager
• Senior Operations Manager
• Director of Operations
• Regional Operations Leader
• Vice President of Operations

• Plant Manager
• Assistant Plant Manager
• Site Leader
• General Manager
• Multi-Site Operations Leader

• Production Manager
• Manufacturing Manager
• Value Stream Manager
• Production Superintendent
• Production Supervisor

• Engineering Manager
• Quality Manager
• Maintenance Manager
• Continuous Improvement Manager
• Supply Chain Manager
• Human Resources Manager

Manufacturers supporting OEM customers including Ford, GM, Stellantis, Toyota, Honda, Nissan, Hyundai, and others.

Organizations focused on operational performance, turnaround times, quality, regulatory compliance, and customer satisfaction.

Manufacturers producing electrical products, industrial components, consumer products, engineered systems, and related products.

Operations involving machining, fabrication, casting, extrusion, wire and cable, injection molding, assembly, and other manufacturing processes.

Manufacturing leadership has evolved significantly over the past decade.

Organizations increasingly seek leaders who can balance operational performance with employee engagement, safety, quality, and continuous improvement.

Common areas of responsibility include:

• Safety Leadership
• Production Performance
• Labor Management
• Cost Reduction
• Quality Improvement
• Continuous Improvement Initiatives
• Capacity Planning
• Employee Development
• Operational Excellence
• Customer Satisfaction
• Inventory Management
• Capital Project Support

The strongest leaders typically share several key traits:

They establish credibility on the plant floor, communicate effectively, and build trust across all levels of the organization.

They set clear expectations, follow through on commitments, and create a culture of ownership.

They consistently seek opportunities to improve safety, productivity, quality, and operational efficiency.

They build strong teams, coach future leaders, and create environments where employees can succeed.

They understand the relationship between plant performance and overall business results.

Many organizations struggle to find manufacturing leaders who can successfully balance operational demands with leadership responsibilities.

Some candidates possess strong technical expertise but have limited experience developing teams.

Others may have leadership experience but lack the manufacturing knowledge necessary to gain credibility within the operation.

Successful hiring requires evaluating both leadership capability and operational experience.

Key Assets Recruitment specializes in identifying and recruiting quality professionals for manufacturing organizations across automotive, aerospace, industrial products, metals, plastics, wire and cable, and other engineered product environments.

Whether you need a hands-on Quality Engineer, a customer-facing Supplier Quality Engineer, or a Quality Manager to lead plant-wide quality initiatives, we help organizations connect with talent that can improve product quality, strengthen customer relationships, and drive continuous improvement.

• Quality Engineer
• Senior Quality Engineer
• Supplier Quality Engineer
• Customer Quality Engineer
• Quality Systems Engineer
• New Product Introduction Quality Engineer

• Quality Supervisor
• Quality Manager
• Senior Quality Manager
• Plant Quality Manager
• Director of Quality

• APQP Engineer
• PPAP Coordinator
• Supplier Development Engineer
• Warranty Engineer
• Customer Liaison Engineer

• Automotive
• Tier I & Tier II Suppliers
• Aerospace & MRO
• Wire & Cable Manufacturing
• Metals & Casting
• Injection Molding & Plastics
• Industrial Manufacturing
• Engineered Products

Many quality positions require more than general quality knowledge. Common requirements include:

• APQP
• PPAP
• FMEA
• Control Plans
• SPC
• MSA
• Root Cause Analysis
• 8D Problem Solving
• IATF 16949
• ISO 9001
• AS9100
• Supplier Quality
• Customer Quality
• Audit Leadership

Many organizations struggle to find quality professionals who can:

• Effectively communicate with customers
• Lead cross-functional problem-solving efforts
• Push back professionally when data supports a position
• Interpret engineering drawings and specifications
• Balance production realities with quality requirements
• Drive sustainable corrective actions

The strongest candidates often combine technical quality expertise with strong communication and leadership skills.

Key Assets Recruitment specializes in recruiting manufacturing engineering professionals who help organizations improve efficiency, reduce costs, solve production challenges, and support operational growth.

We partner with manufacturers across automotive, aerospace, industrial products, metals, plastics, consumer goods, and engineered products to identify engineering talent capable of driving measurable results on the plant floor.

Whether you need a Manufacturing Engineer, Process Engineer, Continuous Improvement Leader, or Engineering Manager, we understand the technical and leadership skills required for success in today's manufacturing environment.

• Manufacturing Engineer
• Senior Manufacturing Engineer
• Staff Manufacturing Engineer
• Manufacturing Engineering Manager
• Engineering Manager

• Process Engineer
• Senior Process Engineer
• Manufacturing Process Engineer
• Production Engineer
• Process Improvement Engineer

• Industrial Engineer
• Continuous Improvement Engineer
• Lean Engineer
• Operational Excellence Engineer
• Continuous Improvement Manager

• Tooling Engineer
• Automation Engineer
• Controls Engineer
• Launch Engineer
• Capital Projects Engineer
• Industrialization Engineer

Supporting manufacturers supplying OEM customers such as Ford, GM, Stellantis, Toyota, Honda, Nissan, Hyundai, and others.

Engineering professionals focused on productivity, process optimization, capacity planning, maintenance operations, and operational performance.

Supporting manufacturers producing industrial products, equipment, electrical products, engineered components, and consumer products.

Engineering talent experienced in machining, fabrication, casting, extrusion, wire and cable, injection molding, assembly, and related manufacturing processes.

Manufacturing engineering roles vary significantly by industry and process. Common areas of expertise include:

• Lean Manufacturing
• Six Sigma
• Continuous Improvement
• Industrial Engineering
• Time Studies
• Standard Work
• Process Optimization
• Capacity Analysis
• Plant Layout Design
• Capital Projects
• Equipment Installation
• Value Stream Mapping
• OEE Improvement
• Root Cause Analysis
• Production Flow Optimization
• Automation Projects
• Productivity Improvement

The most successful manufacturing engineers do more than improve processes.

They build credibility with operations teams, identify practical solutions, influence change, and deliver measurable business results.

Many of our clients seek engineering professionals who can:

• Improve throughput
• Reduce scrap and waste
• Increase labor productivity
• Support new product launches
• Lead continuous improvement initiatives
• Improve equipment utilization
• Reduce bottlenecks
• Develop and implement standard work
• Drive operational performance metrics

Many manufacturers struggle to find engineers who combine strong technical skills with the ability to work effectively across production, maintenance, quality, and leadership teams.

A candidate may have Lean or Six Sigma experience, but lack the communication skills necessary to influence change on the plant floor.

We help organizations identify professionals who can successfully bridge technical engineering requirements with operational execution.

• Maintenance Manager
• Senior Maintenance Manager
• Maintenance Superintendent
• Maintenance Supervisor
• Maintenance Team Leader

• Reliability Engineer
• Senior Reliability Engineer
• Asset Reliability Manager
• Predictive Maintenance Specialist
• Condition Monitoring Specialist

• Maintenance Planner
• Maintenance Scheduler
• Maintenance Engineer
• TPM Coordinator
• Maintenance Excellence Leader

• Controls Technician
• Automation Technician
• PLC Technician
• Electrical Maintenance Technician
• Multi-Craft Maintenance Technician
• Industrial Electrician
• Instrumentation Technician

High-volume manufacturing operations where uptime, throughput, and customer delivery performance are critical.

Facilities requiring strong maintenance planning, regulatory compliance, asset management, and operational reliability.

Operations involving extrusion, wire drawing, plating, heat treatment, fabrication, and related manufacturing processes.

Manufacturers operating complex production equipment, automated systems, robotics, and continuous process environments.

Maintenance and reliability professionals are often evaluated on both leadership capability and technical expertise.

Common areas of experience include:

• Preventive Maintenance Programs
• Predictive Maintenance Programs
• Reliability-Centered Maintenance (RCM)
• TPM (Total Productive Maintenance)
• Root Cause Failure Analysis
• CMMS Systems
• Downtime Reduction
• Equipment Reliability Improvement
• Capital Equipment Installation
• Automation Systems
• Hydraulics & Pneumatics
• Mechanical Systems
• Electrical Systems
• Robotics
• Industrial Controls

• Allen-Bradley
• Siemens
• Omron
• Mitsubishi
• IDEC

Today's maintenance leaders are expected to do more than react to equipment failures.

Organizations increasingly seek professionals who can:

• Improve equipment uptime
• Reduce unplanned downtime
• Develop preventive maintenance strategies
• Build high-performing maintenance teams
• Improve maintenance KPIs
• Manage maintenance budgets
• Support capital projects
• Drive continuous improvement initiatives
• Improve safety performance
• Partner effectively with operations teams

Many organizations struggle to find maintenance professionals who possess both strong technical knowledge and leadership capability.

A candidate may be an exceptional troubleshooter but have limited experience leading teams, developing talent, or managing maintenance strategy.

Others may have leadership experience but lack the hands-on technical credibility necessary to gain trust from skilled maintenance personnel.

Successful hiring requires evaluating both technical depth and leadership effectiveness.

When evaluating maintenance leadership candidates, we often discuss:

• Hands-On Leadership
• Lead By Example Leadership
• Coaching & Development Focused Leadership
• Accountability-Based Leadership
• Safety-First Leadership
• Continuous Improvement Mindset
• Cross-Functional Collaboration
• Fairness and Consistency in Team Management

• Human Resources Manager
• Senior Human Resources Manager
• Human Resources Director
• Director of People & Culture
• Vice President of Human Resources
• Chief Human Resources Officer

• Human Resources Business Partner (HRBP)
• Senior HR Business Partner
• Strategic HR Partner
• Employee Relations Business Partner

• HR Generalist
• Senior HR Generalist
• Human Resources Representative
• Human Resources Coordinator
• HR Supervisor

• Talent Acquisition Manager
• Compensation Analyst
• Benefits Manager
• Organizational Development Specialist
• Learning & Development Manager
• Employee Relations Specialist
• Labor Relations Specialist

Supporting organizations where HR professionals partner closely with operations leadership to drive workforce performance and employee engagement.

HR talent experienced in fast-paced environments requiring strong employee relations, workforce planning, and leadership support.

Human Resources professionals supporting business growth, organizational development, talent management, and culture initiatives.

The role of Human Resources continues to evolve beyond traditional personnel administration.

Organizations increasingly seek HR professionals who can:

• Partner with business leaders
• Strengthen employee engagement
• Navigate complex employee relations issues
• Support organizational growth
• Develop leaders
• Improve retention
• Drive workforce planning initiatives
• Build strong workplace cultures
• Support change management efforts
• Align people strategies with business goals

Human Resources professionals are often evaluated on their experience supporting both employees and leadership teams.

Common areas of expertise include:

• Employee Relations
• Performance Management
• Leadership Coaching
• Workforce Planning
• Talent Acquisition
• Succession Planning
• Organizational Development
• Compensation & Benefits
• HR Compliance
• Employee Engagement
• Change Management
• Talent Management
• Leadership Development
• HRIS Systems
• Policy Development

The most effective HR professionals understand that success comes from balancing the needs of employees with the goals of the business.

Top performers often demonstrate:

The ability to understand business objectives and provide practical HR solutions that support organizational success.

A commitment to building trust, supporting employees, and creating positive workplace experiences.

The ability to coach managers, navigate difficult conversations, and guide leadership teams through people-related challenges.

Strong interpersonal skills and the ability to communicate effectively across all levels of the organization.

The ability to navigate sensitive situations fairly, consistently, and professionally.

Many organizations struggle to identify HR professionals who can move beyond transactional HR responsibilities and become trusted business partners.

Some candidates possess strong compliance knowledge but have limited experience influencing leaders or navigating complex employee relations issues.

Others may have strong recruiting experience but lack broader HR business partnership capabilities.

Successful hiring requires evaluating both technical HR expertise and interpersonal effectiveness.

When evaluating HR candidates, we often explore experience in:

• Employee Relations
• Investigations
• Coaching & Counseling
• Organizational Change
• Workforce Planning
• Leadership Development
• Retention Strategies
• Culture Improvement
• Multi-Site Support
• Manufacturing Workforce Challenges
• Performance Management
• Succession Planning

Successful HR recruitment requires understanding both the technical responsibilities of the role and the interpersonal skills necessary to influence leaders, support employees, and contribute to business success.

With a background in Human Resources and experience supporting organizations across multiple industries, we understand the qualities that separate strong HR professionals from exceptional HR business partners.

Key Assets Recruitment specializes in recruiting accounting and finance professionals who provide the financial insight, analysis, and leadership organizations need to make informed business decisions and achieve long-term success.

We partner with manufacturing, industrial, aerospace, engineering, and corporate organizations to identify accounting and finance talent capable of improving financial visibility, strengthening controls, supporting growth, and driving operational performance.

Whether you are hiring a Senior Financial Analyst, Controller, Accounting Manager, Finance Director, or Chief Financial Officer, we understand the technical expertise and business acumen required for success.

• Financial Analyst
• Senior Financial Analyst
• FP&A Analyst
• FP&A Manager
• Finance Manager
• Director of Financial Planning & Analysis

• Accounting Manager
• Senior Accounting Manager
• Controller
• Assistant Controller
• Corporate Controller

• Finance Director
• Director of Finance
• Vice President of Finance
• Chief Financial Officer (CFO)

• Cost Accountant
• Senior Cost Accountant
• Plant Accountant
• Inventory Accountant
• Internal Auditor
• Financial Reporting Manager
• Treasury Analyst

Supporting organizations where financial professionals partner closely with operations leadership to improve profitability, productivity, and decision-making.

Finance professionals experienced in cost analysis, forecasting, inventory management, capital planning, and operational performance measurement.

Accounting and finance talent supporting strategic planning, reporting, controls, compliance, and business growth initiatives.

Today's accounting and finance professionals are expected to provide more than accurate reporting.

Organizations increasingly seek individuals who can analyze data, identify opportunities, and influence business decisions.

Common areas of expertise include:

• Financial Planning & Analysis (FP&A)
• Budgeting & Forecasting
• Cost Accounting
• Manufacturing Accounting
• Inventory Management
• Variance Analysis
• Capital Planning
• Financial Modeling
• Internal Controls
• Financial Reporting
• Audit Support
• Business Partnering
• ERP Systems
• Cash Flow Analysis
• Strategic Planning

Many of our accounting and finance searches support manufacturing organizations where financial professionals must understand both accounting principles and operational performance.

Common areas of focus include:

• Cost Accounting
• Standard Costing
• Inventory Accuracy
• Margin Analysis
• Capital Expenditure Planning
• Production Variance Analysis
• Labor Cost Analysis
• Productivity Metrics
• Inventory Turns
• Financial Support of Plant Operations

The most effective finance professionals do more than prepare reports.

They help leadership teams understand what the numbers mean and how decisions impact business performance.

Top performers often demonstrate:

The ability to work effectively with operations, engineering, HR, and executive leadership teams.

Strong problem-solving skills and the ability to identify trends, risks, and opportunities.

The ability to explain financial information clearly to both finance and non-finance stakeholders.

Understanding how financial decisions support long-term organizational objectives.

A focus on improving processes, reporting accuracy, and decision-making capabilities.

Many organizations struggle to find accounting and finance professionals who possess both strong technical accounting skills and the ability to influence business decisions.

Some candidates excel in reporting and compliance but have limited experience partnering with operational leaders.

Others possess strong analytical skills but lack the accounting foundation necessary for broader financial leadership responsibilities.

Successful hiring requires evaluating both technical expertise and business acumen.