The Morton Moore Industrial model

A recruitment model built around access, not volume.

Morton Moore Industrial was not built to serve the largest possible number of manufacturers and distributors. It was built to give a smaller number of industrial clients a stronger search.

Protection creates value, but it also creates a limit.

Production team working inside a manufacturing plant

We do not recruit employees away from companies we represent. That promise protects our clients, their teams and the trust placed in us. It also means every accepted client reduces the number of employers available for future searches.

In industrial markets that trade off is sharper than most. A single province may hold a limited number of serious plants in a given category, so protecting one of them genuinely narrows the search for the next client. We therefore accept new relationships carefully.

Small by design. Serious about delivery.

Focused on industrial markets.

Our work sits within manufacturing, supply chain and logistics, and FMCG. That focus lets us understand plant environments, shift realities, trade qualifications, planning systems and retailer relationships well enough to assess a candidate properly.

We may consider selected supporting mandates from existing industrial clients where we understand the business and can search credibly. We do not position Morton Moore Industrial as a generalist agency.

What clients receive

Direct market search

We identify and approach production, engineering, planning and commercial professionals who are not applying for anything.

Proper role understanding

We clarify the plant, the shift pattern, the reporting line, the equipment and the reason for the hire before the search begins.

Verified qualifications

Trade certificates, statutory appointments and technical claims are checked rather than assumed.

Focused shortlists

Candidates are presented because the evidence supports the match, not because a keyword matched a database record.

Clear communication

Clients receive honest market feedback, realistic salary guidance and direct updates throughout the search.

Not every brief is the right fit.

Before accepting a mandate, we consider:

Whether the role falls within an industry we understand
Whether existing client protections leave enough of the market available to search
Whether the brief, the shift pattern and the package are realistic
Whether the hiring team can provide timely site access and feedback
Whether we have the capacity to search properly
Whether the relationship can be built on clear expectations and mutual commitment

Transparent from the beginning.

Our standard success fee is 12.5% of the successful candidate's first year total cost to company. Our standard replacement commitment is three months, subject to the agreed terms.

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