Hard roles need more than job postings.
Montaire Partners helps companies find and engage the people traditional hiring channels miss.
The problem
Some roles stay open for months.
Not because nobody can do the job. The right people are already employed. They are not reading job postings, and many sit outside the obvious talent pool. Posting the role again reaches the same audience a second time. Montaire exists for those searches.
What we do
Direct Hire Recruitment
Permanent hires for roles your own channels have not filled.
Executive Search
Leadership appointments, handled personally and with discretion.
Talent Acquisition
Search support for hiring teams that have more open roles than hours.
Talent Mapping
A clear view of who is in the market for a role, before you commit to a search.
Workforce Intelligence
Research on a role's difficulty, pay signals and competing employers.
Method
How Montaire works
- 01
Understand the hiring problem.
We look at the whole picture, not only the one role in front of us.
- 02
Map the market.
We identify where the right people work today, company by company.
- 03
Identify and verify talent.
We separate what is confirmed from what is still unknown.
- 04
Engage with human approval.
Every approach is reviewed and sent by a person.
- 05
Support the hiring process.
Interviews, offer and start, through to the first weeks.
Why Montaire
Direct, hands-on service.
Senior attention on every search, from the person running it.
Market intelligence before outreach.
We study the market before we contact anyone.
Evidence before claims.
We tell you what we know about a candidate, and what we don't.
No false certainty.
If something is unverified, we say so.
Contingency for agreed direct-hire searches.
No fee unless you hire someone we introduce.
Focused search, not resume volume.
A short list of people worth your time.
Functions
Functions we recruit
Operations
Engineering
Manufacturing
Sales
Supply Chain
Warehousing & Logistics Leadership
Finance
Specialist Professional Hiring
Market intelligence
Before we present anyone, we study the search.
Most hiring problems are market problems. Before a single candidate is put in front of you, we research:
You see the market before you see a shortlist.
Role difficulty
How long similar roles stay open, and why.
Competitor talent pools
Where the people who can do this job work now.
Location constraints
Who is realistically within reach.
Compensation signals
What the market is paying for this profile.
Candidate availability
How many people fit, and how movable they are.
Adjacent titles
The people who do this job under a different name.
Market scarcity
Whether the brief is tighter than the market.
Have a role that has been open too long?
Tell us where the search is stuck.