Role search
Get a Contract EHS Specialist who can own osha safety compliance programs. Also called Contract Environmental Health and Safety Specialist
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: A safety or environmental obligation needs hands-on follow-through at the site.
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
- Contract EHS Specialist
- Contract Environmental Health and Safety Specialist
The judgment call
What this hire really comes down to
A contract specialist must stabilize the safety culture while ensuring regulatory paperwork remains audit-ready. This hire is not about policy creation alone. It requires a practitioner who walks the floor and identifies active hazards before an inspector does. The core value lies in translating dry OSHA regulations into practical floor-level changes that supervisors actually support.
The specialist must also manage the boundary between compliance and production efficiency. They must know how to maintain training logs or lockout tagout programs without stalling output. They should have experience balancing environmental reporting with the practicalities of site waste management. A strong hire will explain how they coached a hesitant manager to accept a safety requirement. They should also detail how they prepared records for past agency visits.
What should the brief settle before we search?
A safety or environmental obligation needs hands-on follow-through at the site. Ask the EHS specialist which permits, programs and records they would review before deciding what to change. A manufacturing assignment may involve different hazards from a warehouse or office. Check how they escalate a condition that needs an operating decision. The specialist can advise and coordinate corrective work; the brief must still identify who can stop work and commit resources. Training material alone does not establish that the control is in use.
What we check
What we check before you see anyone
- We verify their direct experience with OSHA programs by asking which specific standards they have authored or audited. We probe for lockout tagout, machine guarding, respiratory protection, confined space entry, and hazard communication. We expect them to describe how they updated these programs to meet current site conditions rather than just citing general knowledge.
- We audit their recordkeeping skills by asking about past OSHA 300 logs and incident summaries. We challenge them to explain their method for tracking near misses and how they successfully used that data to lower injury rates. Candidates must provide examples of how they organized these files for previous site inspections.
- We investigate their incident reporting history to ensure they move beyond blaming the operator. We ask for a specific story regarding a root cause analysis where they identified a systemic failure. They must show they followed through to confirm that corrective actions actually mitigated the risk on the floor.
- We assess their environmental background by confirming which permits they have managed. We ask them to explain their workflow for tracking air emission reports, stormwater management plans, or hazardous waste manifests. They must show they can maintain these specific calendars without missing critical agency deadlines or risking regulatory non-compliance.
Sourcing
Where we find them
We target candidates currently working in manufacturing and distribution environments. These individuals possess a working knowledge of the daily hazards found on your shop floor. They understand the pressure to keep equipment moving while maintaining safety standards.
We also recruit from specialized EHS consultancies that support multiple industrial clients. These consultants see a high volume of diverse safety programs and bring exposure to various site configurations. They are often ready for contract work because it allows them to focus on hands-on implementation at a single site for a period of time. They enjoy the shift from advisory work to direct operational responsibility for a safety program.
We approach independent contractors who have successfully built programs for industrial sites previously. These individuals value the flexibility of the assignment model. They appreciate the defined scope of a contract, which allows them to concentrate on specific site needs rather than office politics. We check their availability and confirm their technical certifications before presenting them. We ensure their experience matches the specific hazards, chemical usage, and regulatory requirements present at your facility.
Where searches go wrong
Mistakes we see
- Some candidates overemphasize broad certifications while lacking hands-on experience with specific equipment safety. They may talk about safety theory but fail to provide examples of how they actually performed a machine guarding audit. We screen for those who have clearly spent time on the floor versus those who stayed in an office drafting documents.
- A common mistake involves candidates who treat safety as a top-down mandate rather than a collaborative process. These individuals often clash with supervisors because they dictate changes without understanding the underlying production workflow. We look for those who can show how they trained and coached staff to achieve compliance without shutting down production lines.
- We see candidates who rely on generic software tools rather than mastering the specific recordkeeping requirements of your site. They may have trouble organizing physical training records or keeping an OSHA log current during a crisis. We test for their ability to keep files tidy and accessible so that an inspector could easily review them at any time.
The search
How the Contract EHS Specialist search runs
- The search begins by defining the specific scope for your site. We review the hazards, current open citations, and any recent environmental agency correspondence you possess. We determine if you need someone primarily focused on administrative recordkeeping or an active field safety presence. We then map this scope to candidates who have handled those exact risks in similar industrial environments.
- We then approach relevant individuals directly to discuss your situation. We check their comfort with your specific site risks, such as chemical handling or heavy machinery. We confirm their availability for the duration of your assignment and ensure they have the right level of experience to handle your current compliance load. We avoid candidates who lack the practical experience to perform the core duties immediately upon arrival at your facility.
- Finally, we present a shortlist of vetted candidates. You review their backgrounds and speak with them directly to confirm fit. You choose who, if anyone, to engage. We discuss their proposed approach to your site's issues, ensuring that the selected specialist is ready to start with clear reporting rights and defined authority. You owe no fee until you engage someone we introduce.
Questions
How soon can I expect a shortlist?
We begin headhunting immediately after finalizing the assignment details. You typically see options within several days as we verify availability and experience.
How do you handle counteroffers?
We prioritize independent contractors who seek the specific nature of this assignment. This focus reduces the likelihood of external interference.
What should we discuss before requesting Contract EHS Specialist candidates?
Ask the EHS specialist which permits, programs and records they would review before deciding what to change. A manufacturing assignment may involve different hazards from a warehouse or office.
Is relocation assistance required?
Most of our search covers nearby professionals with relevant site experience. We discuss any travel or lodging requirements if your site location necessitates them.
How do you ensure candidate fit?
We test candidates against your specific hazards and administrative needs. You interview them to confirm their technical approach aligns with your site culture.
What is the fee structure?
There is no upfront fee to start. You pay only if you hire someone we introduce based on terms agreed upon in writing.
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.