Textile Executive Search & Apparel Executive Search
When the hire is critical, finding people is not the hard part. Finding the right leader—the person who can create measurable value in your organization—is.
Critical hires deserve more than a database search
If you are here, you are probably facing a consequential decision: replacing a key executive, adding leadership because of growth, strengthening a commercial organization, or finding someone capable of taking the business to the next level.
We begin by understanding what that person actually needs to accomplish. Strategy, culture, market conditions, leadership dynamics and growth expectations all shape the profile.
A title tells us where to begin. The outcomes you need tell us who to find.
Why clients choose Precision Placements
We have built our business inside textiles and apparel. Ken Edwards held operating leadership roles in textile manufacturing before founding Precision Placements, giving us first-hand operating perspective when evaluating talent.
See awards, media & industry recognitionMany of the strongest executives are already employed and successful. They may never respond to a job posting, but they will consider a credible conversation when the opportunity is right.
Experience matters, but so do judgment, adaptability, leadership style, integrity, work ethic and respect for people. We evaluate the person behind the resume as well as the credentials on it.
Engaged search gives an important assignment priority and dedicated market development. Retained search is appropriate for the most critical and confidential work, while contingency search remains available when the role and market make that model effective.
See what makes Precision Placements different Read the thinking behind how we evaluate long-term placement success
When to call us
Precision Placements is most valuable when the cost of the wrong hire is materially greater than the recruiting fee.
When discretion matters, we can approach the market without broadcasting the vacancy or compromising the organization.
We recruit commercial leaders with relevant relationships, market knowledge and the ability to translate opportunity into revenue.
International textile and apparel companies often need executives who understand both the industry and how business is built in the American market.
See our U.S. market expansion practiceExpansion, succession, ownership transition and organizational change often require a different kind of executive than the company needed five years ago.
Choose the right search model
We do not force every client and every position into one recruiting model. The structure should reflect the difficulty, confidentiality, seniority and urgency of the assignment.
Compare search engagement optionsA shared-commitment model that supports active market development, passive-candidate outreach and priority execution while keeping a meaningful portion of the fee tied to a successful hire.
Comprehensive market coverage, proactive outreach and the highest level of dedicated search resources for confidential, difficult or strategically important executive hires.
A success-based structure available when the assignment and candidate market do not require the same degree of dedicated market development.
Our process
Every search begins with a detailed discussion of the company, the role, the outcomes required and the reasons a strong executive would choose the opportunity.
Clarify business objectives, culture, reporting relationships, compensation and success measures.
Identify relevant companies, executives, networks and adjacent sources of talent.
Approach candidates directly and assess experience, motivation, leadership and fit.
Deliver qualified candidates with insight—not a stack of resumes.
Start with the business problem
Tell us what you are trying to accomplish and where the current gap exists. We will tell you candidly how we believe we can help.
All client conversations are confidential.
