The roles that stay open are the ones we fill.
Maintenance technicians. CNC machinists. Diesel techs. Nurses in towns of a few thousand people. Plant leadership you can't post publicly. That's the work.
Three ways we work.
Every role we recruit for is a direct hire onto your payroll. We don't do temp staffing.
Direct-hire placement
Full-cycle recruiting for permanent roles. We source actively rather than waiting on applicants, screen against your real must-haves, and present a short list with honest notes on each person. You interview finalists, not a pile.
Executive & confidential search
Plant managers, directors, VPs and senior technical roles, including searches you can't run publicly because the incumbent is still in the seat. Structured process, mapped market, discreet outreach.
Ongoing pipeline
For multi-shift operations that are always hiring. We recruit continuously against your standing needs so there are candidates ready when someone gives notice, instead of a six-week scramble afterward.
What the engagement looks like.
Intake
A real conversation about the role, not just the job description. What the last person did well, why the seat is open, what the team is like, what the number actually is, and which "requirements" are genuinely non-negotiable.
Market read
Before we recruit, we tell you what the role looks like from the candidate side: what comparable employers pay, how deep the local pool is, and whether the spec is fillable as written. Sometimes that conversation is the deliverable.
Sourcing and screening
Active outreach to people who aren't applying anywhere, plus our existing pipeline. Every candidate is interviewed by us before you see them.
Submission
A short list with a written summary on each person: strengths, gaps, comp expectation, notice period, and what would make them say yes.
Interview and offer support
We coordinate scheduling, collect feedback fast, and manage the offer conversation. That includes counteroffers, which are where good hires get lost.
Follow-through
We stay in contact through the start date and the first weeks. Most fall-throughs happen between offer acceptance and day one, and they're preventable.
One relationship, more than one talent pool.
Specialized brands, shared bench
Gemini operates focused staffing brands rather than one generalist shop. When your opening fits a specialty (veteran hiring through LockLeed, for instance), it gets worked by recruiters who live in that market, without you managing a second vendor.
Compliance-relevant sourcing
Federal contractors with VEVRAA obligations can add LockLeed International, our veteran-focused brand, as a documented outreach source.
Rural and hard-geography search
Some of our searches are in towns where the entire local candidate pool is smaller than one shift. That requires relocation-willing sourcing and a longer runway. We do it routinely.
Clear terms before anything is signed
Every engagement is direct hire, and we walk you through every fee before you sign.
What we staff.
Follow any of these to the live openings we're working right now. It's a fair proxy for where our bench is deepest.
Tell us what you're trying to fill.
Send the role, the location and the number. We'll tell you honestly whether we can fill it and what it will take.