Role search
Get a CAPA Engineer who can own deviation report technical investigations. Also called Corrective and Preventive Action Engineer
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Corrective actions are open because the investigation has not established what failed.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- CAPA Engineer
- Corrective and Preventive Action Engineer
The judgment call
What this hire really comes down to
Performance relies on direct experience with your manufacturing processes or specific design controls. A professional focused on assembly line failure analysis in aerospace may find the software validation requirements of medical manufacturing confusing. The engineer must immediately manage your nonconformance reports. They must perform investigations within your existing infrastructure rather than suggesting theoretical improvements. Your focus is resolution, not development.
The hire will face immediate pressure to resolve nonconformance reports. They must possess the autonomy to challenge production decisions when quality risks arise. A strong candidate understands the balance between schedule urgency and regulatory compliance. They must communicate risks to management clearly. If they avoid conflict during production meetings, their technical work will not yield long-term results. You also need a technician who documents evidence for auditors.
What should the brief settle before we search?
Corrective actions are open because the investigation has not established what failed. Ask a CAPA engineer how they separate containment from corrective action and choose evidence for an effectiveness check. A plausible cause is not the same as a tested cause. Confirm the quality system and approval route for changes. The engineer needs access to complaints, deviations and process records. Agree who can close a CAPA and what happens when the proposed action does not prevent recurrence.
What we check
What we check before you see anyone
- We evaluate the technical rigor applied to your deviation reports by examining past technical summaries. We determine how they utilized formal investigative frameworks to reach actionable conclusions. We assess whether they documented the fundamental failure points rather than simply noting surface level discrepancies or superficial fixes.
- We confirm their technical exposure to your specific agency standards and previous inspection interactions. We identify if they have managed surprise regulatory inspections effectively. We review what technical citations they addressed previously and how they authored the formal rebuttals. We verify their ability to interface with external bodies regarding technical measurement variances or compliance disputes.
- We assess their technical proficiency regarding incoming component quality and material verification procedures. We examine their approach to segregating suspect product on the production floor. We seek evidence of how they managed chronic failure trends with external manufacturing partners. We verify their application of control charting and how they performed measurement studies to ensure gauge stability.
- We confirm they grasp the specific procedural documentation essential for your production environment. We look for direct experience managing engineering change requests within a regulated digital or paper record system. We ensure they can explain their methods for updating controlled records and confirming staff compliance with new instructions. We confirm they communicate technical quality data to production teams.
Sourcing
Where we find them
We look for engineers currently working within high-volume production environments governed by your precise technical oversight. This confirms the individual is accustomed to the immediate nature of your internal safety reporting. We focus on facilities that support demanding customers who perform frequent on-site assessments. These individuals understand the technical rigor needed to maintain active production under strict external observation.
We also recruit from specialized quality firms that provide consulting services. These practitioners are conditioned to enter new environments and establish rapport quickly. They understand the lifecycle of a contract assignment. They prioritize leaving behind clear evidence and updated systems rather than just fulfilling a daily task list. We specifically source those who have managed multiple site transitions to ensure they can hit the ground running with your unique internal quality software modules.
Where searches go wrong
Mistakes we see
- Hiring managers often select candidates based on years of experience in quality rather than specific standard alignment. A professional with a decade in aerospace might lack the documentation precision required for FDA compliance. This mismatch creates a learning curve that stalls your corrective action backlog.
- Failing to confirm a candidate can perform root cause analysis beyond basic forms is common. Many engineers simply document that retraining occurred. We reject candidates who cannot demonstrate how they changed a process or machine parameter to eliminate the risk of a recurrence.
- Underestimating the soft skills required to stop a production line when a critical nonconformance occurs results in poor hires. A CAPA engineer must be comfortable delivering difficult news to plant management. If they prioritize social harmony over process integrity, your regulatory standing remains at risk.
The search
How the CAPA Engineer search runs
- We begin by screening for the exact regulatory framework governing your facility. We identify professionals who have successfully cleared audits involving the specific product types you manufacture. We ensure their previous CAPA records include evidence of physical or process changes rather than administrative fixes.
- We verify their history with external auditors and certification bodies. We confirm they have authored formal responses to regulatory findings. We prioritize those who have defended their root cause logic during site visits from customers or regulators.
- We finalize the shortlist by confirming their availability to audit your documentation system immediately. We clarify their ability to collaborate with engineering and operations teams. We confirm they are ready to document findings and drive closure on open issues from their first week on site.
Questions
How quickly can a CAPA engineer start?
We keep a current roster of available quality professionals who are ready to engage. Availability depends on the complexity of your specific quality system and the current workload of the specialized talent pool.
Do I pay extra for specialized regulatory experience?
No upfront fee. You pay only if you hire. Our structure focuses on finding the specific technical expertise required for your environment without hidden costs.
What should we discuss before requesting CAPA Engineer candidates?
Ask a CAPA engineer how they separate containment from corrective action and choose evidence for an effectiveness check. A plausible cause is not the same as a tested cause.
What happens if the hire lacks experience in my specific product?
We prioritize candidates who have already managed the exact standard you follow, such as ISO 13485 or AS9100. If your product is highly niche, we select engineers with the strongest analogous regulatory background.
Are these contractors or permanent hires?
This process is for professional contract assignments. These individuals function as independent specialists tasked with resolving your quality backlog.
What replacement terms apply?
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.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
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.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.