Recruit branch, service, fleet and commercial leaders for equipment rental and dealer businesses.
We won't waste your time with candidates that don't make sense. We don't cut corners, and we don't rely on job postings. We headhunt.
For employers hiring talent. This 15-minute call is for companies discussing a hiring need. Candidates: submit your profile and resume here.
Branch, service, fleet and sales jobs need different evidence. Ask about utilization decisions, service throughput, equipment lifecycle, account responsibility and team leadership. We help define the job before approaching people with relevant equipment experience.
Start the search
Share the basics. We will call to talk through the job.
No finished job description needed. Ivan or a senior teammate will help you work through the details.
Prefer a conversation? Book a 15-minute employer callFor employers hiring talent. This 15-minute call is for companies discussing a hiring need. Candidates: submit your profile and resume here.
Or call 954-758-9593.
For a standard contingency search, there is no upfront recruiting fee. You pay only if you hire under the signed agreement.
The search brief
We recruit for equipment rental companies and construction equipment dealers seeking experienced people to manage branch, fleet, service, and customer-facing operations. Searches reflect how the business serves construction customers and how the role connects equipment availability to field needs.
A direct route to the right hire
Share the position, location and what the hire needs to own.
We approach and qualify construction professionals before making introductions.
A fee is due only for a qualifying placement under the recruiting agreement.
Rental and dealer organizations connect equipment, service, fleet condition, branch operations, and customer relationships. We clarify whether the opening focuses on fleet management, equipment service, branch leadership, sales, or warranty responsibilities.
We recruit equipment and fleet managers, service and warranty managers, branch and operations leaders, and business development professionals. The brief distinguishes a role in an equipment business from project delivery work for a contractor.
We discuss how candidates have managed fleet availability, service response, warranty coordination, branch workflow, and communication with construction customers. The employer's mix of rental, sales, and support determines which experience is most relevant.
Our network includes candidates in the markets we cover and local professionals willing to travel 100%. Nationwide candidates willing to travel 100% can be considered when a territory or role requires full-time travel.
For employers
A branch leader, service manager, fleet manager and commercial leader do different work. Define the responsibility and reporting lines rather than treating equipment experience as one broad qualification.
| Area | Define in the brief | Evidence to request |
|---|---|---|
| Branch | Local operating responsibility, customer service, staffing and financial authority. | A branch they personally managed, decisions they could approve and how they worked with service and sales. |
| Service | Workshop or field service teams, scheduling, turnaround and customer communication. | How they handled backlogs, prioritized repairs and coordinated technicians, parts and the customer. |
| Fleet | Availability, utilization, maintenance planning and lifecycle decisions. | What they tracked, what action they took and who approved repair, replacement or disposal decisions. |
| Commercial | Accounts, territory, pricing authority and coordination with operations. | Which accounts and relationships they were responsible for, what they could commit to and how delivery constraints were handled. |
Ask what utilization and service throughput meant in that business, how the measures were calculated and which decisions the candidate made from them. Separate market conditions and team results from the person’s own contribution.
For fleet lifecycle or key-account responsibility, ask for a specific decision, the alternatives considered and the approval process. Define team size and direct reports. This is recruiting for business and equipment leadership, not temporary labor supply.
Illustrative role briefs for discussion; these examples are not records of completed placements.
We recruit for construction equipment rental companies and dealers hiring fleet, branch, service, warranty, operations, or business development leaders. We define the business model and position before targeting candidates.
Searches can include Equipment Managers, Fleet Managers, Service and Warranty Managers, branch and operations leaders, and Business Development Managers. We tailor the search to the responsibilities the employer needs covered.
We ask about equipment availability, service workflow, warranty coordination, branch operations, and customer support. We also clarify what the candidate owned directly in their previous role.
Yes. We can reach local candidates willing to travel 100% and nationwide candidates willing to travel 100%. We discuss territory, travel demands, and the role's day-to-day needs before an introduction.
These searches serve rental businesses and dealers that support construction customers with equipment and related operations. Contractor project roles are scoped separately around building or infrastructure delivery.
No upfront professional recruiting fee is due for a standard contingency search. The signed recruiting agreement governs fee and placement terms.
We won't waste your time with candidates that don't make sense. We don't cut corners, and we don't rely on job postings. We headhunt.
Book a 15-minute employer callFor employers hiring talent. This 15-minute call is for companies discussing a hiring need. Candidates: submit your profile and resume here.
Public candidate profiles
Every profile is presented without identifying details. We confirm current interest and fit before arranging a private introduction.
How it works
Four steps, run by Ivan or a senior teammate.
We talk through the job, the projects, location, pay and why someone good would want it.
We call people with the right experience, including many who are not applying for jobs.
You get a short list with notes on each person. We set up interviews and share feedback.
We help with the offer, counteroffers, notice and start date.
Relocation and travel
We look locally first and discuss whether relocation or travel makes sense. A traveling superintendent's rotation, a PM's family move and a local commute are different decisions. We cover relocation help, per diem and timing before you meet anyone, not at the offer.
Placement protection
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Eligibility, exclusions, notification requirements, payment requirements, and replacement terms are governed by the signed client recruiting agreement.