Warehouse & Distribution Recruiting
Distribution centers and warehouse operations run on throughput and retention. We recruit the supervisors and operations leaders who drive both.
Distribution centers and warehouse operations run on throughput and retention. We recruit the leaders who move both.
Where distribution hiring goes wrong
- Operations leadership and people leadership are often treated as the same skill set — they aren't, and the gap surfaces during peak
- Safety and continuous-improvement roles are frequently filled reactively, after an incident rather than before
- Shift structures make some strong candidates unavailable and some available candidates wrong
- A DC that cycles supervisors will never stabilize its throughput numbers
Roles we place
- Distribution Center Manager
- General Manager
- Operations Manager
- Warehouse Manager
- Assistant Warehouse Manager
- Shift Manager
- Area Supervisor
- Inbound Manager
- Outbound Manager
- Inventory Control Manager
- Transportation Manager
- Fleet Manager
- Logistics Manager
- Warehouse Safety Manager
- Maintenance Manager
- Continuous Improvement Manager
- Director of Distribution
- Regional Operations Director
Hiring in Warehouse & Distribution?
We work on contingency — you don't pay us until we fill your open positions. Let's talk about what you need.
We recruit from shift and area supervision through Distribution Center Manager and Director of Distribution. That includes the functional leadership a DC depends on: Inbound and Outbound Managers, Inventory Control, Transportation and Fleet, Logistics, Safety, Maintenance and Continuous Improvement.
Warehouse is one of the five industries we name as core specialties, and it shares a candidate profile with our supermarket and retail work — operators who manage large hourly teams to a daily number. That overlap is an advantage: we frequently source distribution leadership from adjacent retail operations and vice versa.
How our search actually runs
Every search starts with your hiring manager and stakeholders, not a job board. We work out what the ideal candidate actually looks like for your operation, build a target profile from that, and then go find people who match it — including the ones who aren't looking.
Every candidate completes a phone interview and a video interview with our team before you ever see them. That means your hiring managers spend their time on finalists, not on screening. If you extend an offer, we help with negotiation and onboarding.
Where we recruit
We place across the United States, with our deepest coverage in the East, South, Midwest, and Southern California. The Reisner Group has offices in Houston, TX and Milwaukee, WI, and has partnered with clients from Fortune 500 companies to small enterprises since 2011.
What it costs
We work on contingency: you don't pay us until we fill the position. We also offer a service agreement — if a recent hire doesn't work out, we replace them for little to no cost to you. Terms are negotiated per client.
For candidates
Working with us is free. You'll get regular updates through every stage, and coaching before each interview so you walk in prepared. Browse current openings on our job board, or send us your resume — we're often searching for roles before they're posted.
