Services.

We offer retained, focused searches to the bulk of our clients. For an idea of the type of people we recruit, take a look at the link below. In very limited situations, we offer contingent fee services and will provide introductions for M&A deals.​



At Piñon Resources, we try to create lasting value by bringing you the best candidates, as quickly as possible. It is our goal to develop an ongoing business relationship that will continue to meet your recruiting needs for a long time.

Why use a recruiter at all?​

Because your project won’t move forward without the right set of eyes on it. We have contacts across the country and we will bring you the very best.​



We'll help you define just what the best fit is for a job.  We'll help you define the job itself, and we'll measure candidate's abilities according to your goals, your needs. 

​

You might get that kind of value from any recruiter. What sets us apart, however, is our unique approach. Read on:

The Piñon Approach

In our business relationships, the Piñon goal has always been simple: Develop a lasting, ongoing business partnership based on mutual value.​
​​

​To that end, we're constantly looking for ways to improve our recruiting practice.

​​​

Cliff Heller, our founder, opened the firm in 2004, following his two most successful years as a manufacturer's rep for large scale power generation equipment. (Read more)

​

Since then, we've been keeping track of the questions candidates commonly ask over the course of the search process. We've used that experience to gather relevant information before we begin recruiting, overcome objections early in the process, and make sure we clearly present a company’s strengths.



We believe the job order conversation, plus the company profile, are a huge part of what makes us successful. One client once said, "It's like you got into our minds and found exactly what we want."



We pride ourselves on being more research-driven than your typical recruiter. We follow industry news, know what's happening in the greater market, and believe in what we're doing.

Search Process

Once we've come to an agreement to work together, the researchers at Piñon begin profiling. Our first task is to develop a fee arrangement that represents both of our interests. At this stage, we will also develop a list of quantifiable qualifications to ensure that we only submit appropriate candidates. If a candidate doesn't meet those qualifications, we'll know to keep searching.​

​

After the definition is done, we develop a company profile that combines public information with the most commonly sought-after information by candidates.



After we put together the profile, we'll go through our contacts. We have an in-depth conversation with candidates who meet the desired qualifications, and make sure that their career goals line up with the current opportunity. Our record for first candidate submittal is two days, but two-three weeks is typical.



Supporting the process, we have a number of interviews, followup calls, reference checks, cost-of-living appraisals, and more. We're always developing new systems to help support what we do. We believe that our practice helps people live their best lives--and we're always working on ways of being better at what we do.



The best way to understand our process is to see it in action. Give us a call and start our job order interview. Even if you don't wind up using our services, I promise you'll have a better understanding of the person you want to hire.