How We Govern Ourselves
Credibility should be demonstrated, not borrowed. While many firms rely on association logos to signal legitimacy, we operate under a documented set of internal standards that mirror, and in several areas exceed, those typically enforced by national staffing and recruiting associations. This page exists for one reason: to give clients, candidates, and internal stakeholders full transparency into how we operate, how we protect people, and how we hold ourselves accountable.
Last updated: May 2026 · Standards reviewed annually
Book a Client Strategy CallFormal Rules, Not Informal Habits
We are a veteran-owned recruiting firm focused exclusively on manufacturing and industrial B2B sales roles. Because the stakes are high, including confidential compensation data, sensitive candidate conversations, and long-term client relationships, our firm is governed by formal rules rather than informal habits.
Our standards are built around six pillars. The remainder of this page documents how each one is enforced in practice.
The Standards That Govern Every Search
Each pillar below maps to a documented standard with specific enforcement rules. Together they define how we protect candidates, serve clients, and hold ourselves accountable on every engagement.
Ethical Recruiting Conduct
Conflict reviews, off-limits enforcement, and candidate confidentiality on every search.
Candidate Data Protection
Encrypted storage, limited access, and a documented retention schedule with removal rights.
Clear Guarantee Enforcement
A 12-month replacement guarantee with no carve-outs, applied consistently to every placement.
Defined Client Communication
Written weekly updates, milestone commitments, and recalibration protocols on every engagement.
Responsible Assessment Usage
Behavioral tools used alongside interview evidence, never as sole eliminators or improper filters.
Fee Transparency
Fees documented in writing before engagement, with no hidden charges or retroactive additions.
Ethical Recruiting Standards
Sales recruiting is a relationship business operating in a small market. Acting ethically is not just principled, it is structural to long-term partnerships. We hold three rules without exception.
Conflicts of Interest
We do not represent competing clients for the same role in the same geographic market at the same time. Before accepting a new engagement, we conduct an internal conflict review to confirm no overlapping searches, no incentive to favor one client, and no dual representation. If a conflict exists, we disclose it or decline the engagement.
Off-Limits Policy
We do not recruit from active clients during the term of an engagement. We do not proactively recruit from placed teams after a successful hire. Any exceptions require explicit, written client permission. Our goal is a long-term partnership, not short-term placement volume.
Candidate Confidentiality
Candidate conversations are confidential by default. We do not submit information without explicit candidate consent, do not share resumes or compensation data beyond what is required for evaluation, and do not present candidates to multiple clients at the same time without the candidate's knowledge and consent.
Data Handling and Retention
We handle candidate and client data with the same care expected of enterprise organizations: collect only what is necessary, store it securely, and remove it on a defined schedule.
What We Collect
We collect only information necessary to evaluate fit for manufacturing sales roles:
- Professional background and experience
- Role-relevant performance information
- Assessment results, when applicable
We do not collect unnecessary personal data.
How Data Is Stored
- Encrypted, access-controlled systems with industry-standard security protocols
- Access limited to personnel directly involved in the engagement
- No selling, trading, or sharing of candidate data with third parties
Retention and Removal
- Candidate data retained for a maximum of three years unless earlier removal is requested
- Removal can be requested anytime at info@precisionsalesrecruiting.com
- Inactive records reviewed quarterly and purged on schedule
Guarantee Enforcement
Most recruiting firms offer a 30 to 90 day guarantee. We offer a full 12-month replacement guarantee on every placement, and we enforce it without negotiation or interpretation.
What the Guarantee Covers
- If a placed candidate leaves or is terminated within 12 months for any reason, we conduct a full replacement search at no additional cost
- Replacement runs against the same role profile and uses the same evaluation framework
- Applies to every placement, not a subset of roles or fee structures
How We Enforce It
- Documented in every signed agreement, with no carve-outs or "covered reasons" language
- No requirement to argue cause, document termination grounds, or meet timing thresholds beyond the 12-month window
- Only exclusion: non-payment of the original placement fee within 45 days of invoice
Why It Matters
A guarantee is only meaningful if it is enforced consistently. The 12-month window reflects our confidence in the evaluation framework, not a marketing claim. Refunds are not part of the guarantee structure. We deliver a replacement candidate, because that is what solves the problem for the client.
Client Communication Standards
Inconsistent communication is one of the most common complaints about recruiting firms. We treat communication as a deliverable, not a courtesy. Every search runs against documented milestones and a written update cadence.
Search Milestones
- First shortlist within 14 business days of the signed agreement
- Weekly written status updates throughout the search
- Recalibration call at the 25-day mark if pipeline traction does not match expectations
- Standing channel with the assigned recruiter for time-sensitive questions
What Every Update Includes
- Discovery calls completed and scheduled
- Pre-screen interviews completed, scheduled, and disqualified with reasons
- Assessments sent and completed
- Candidates submitted and active in client interviews
- Open challenges and any client action items
Submission Standards
We do not forward resumes. Every candidate presented arrives with a complete submission package: resume, recruiter assessment summary, and a fit analysis against the confirmed role profile. Each candidate has been evaluated through our four-phase recruiting process before reaching the client's inbox.
Assessment and Evaluation Standards
Behavioral assessments and structured evaluation tools are powerful, and they can also be misused. We use assessments responsibly and document how they factor into every decision. The methodology behind our framework is documented in The PRECISION Method.
What We Use
- The PRECISION Scorecard: 9-dimension behavioral evaluation scored against the demands of each role
- Calibrated role plays: manufacturing-specific scenarios tailored to capital equipment, consumables, technical, and distribution sales
- SPQ*GOLD: 90-minute, 300-question psychometric assessment that diagnoses sales call reluctance and behavioral patterns predictive of sales performance
How We Use Them Responsibly
- Evaluated alongside interview performance and resume evidence, never as a sole eliminator
- Candidates are informed when an assessment is required and what it measures
- Results are confidential and shared only with the client engaged in the active search
- Assessment data is not retained or repurposed across unrelated engagements
What We Will Not Do
- Use assessments as filters for protected characteristics
- Score candidates on traits unrelated to manufacturing sales performance
- Present assessment results without context, narrative interpretation, and a recruiter recommendation
Fee Transparency
Our fee structure is documented in every signed engagement and discussed openly during the initial strategy call. There are no hidden charges, retainer escalators, or success fee surprises at offer stage.
How We Quote
- Fees stated as a percentage of the candidate's first-year base compensation, defined in writing before the search begins
- Deposit and milestone payments, when applicable, scheduled in the agreement and tied to defined deliverables
- Any administrative or out-of-scope fees itemized in advance, never added retroactively
What Is Included
- The full evaluation process: PRECISION Scorecard, role plays, and SPQ*GOLD assessment
- Interview support, including PSR attendance on early-stage interviews when requested
- Offer negotiation and start-date coordination
- The 12-month replacement guarantee
Replacement, Not a New Fee
If a placed candidate departs within the guarantee window, the replacement search is conducted at no additional fee. We do not invoice for the second search and we do not require a new agreement to begin sourcing.
How to Escalate, How We Respond
If a client, candidate, or partner believes we have failed to meet a standard documented on this page, we want to know. Concerns can be raised directly with the assigned recruiter or sent to info@precisionsalesrecruiting.com. Every formal concern receives a written response within five business days.
Our standards are reviewed annually and updated as the business and the regulatory landscape change. The "last updated" date at the top of this page reflects the most recent revision.
About Precision Sales RecruitingFrequently Asked Questions
Why don't you display recruiting association logos on your site?
Association membership signals affiliation, not enforcement. We chose to publish our actual standards instead, with documented rules around ethics, data, communication, assessments, and fees. Clients and candidates can verify our practices directly on this page rather than inferring them from a logo.
How is the 12-month guarantee different from what other firms offer?
Most recruiting firms offer 30 to 90 days, often with carve-outs for performance, cultural fit, or "covered reasons" language. Our 12-month window is roughly four times the industry standard and applies without exclusions other than non-payment within 45 days of invoice. The remedy is a full replacement search, not a refund. Full terms are documented on the guarantee page.
What happens to my data as a candidate if I'm not placed?
Candidate data is retained for a maximum of three years and stored in encrypted, access-controlled systems. We do not sell, trade, or share candidate information with third parties. You can request removal at any time by emailing info@precisionsalesrecruiting.com, and inactive records are reviewed quarterly against the retention schedule.
Do you ever use assessment results to disqualify candidates outright?
No. Assessments are evaluated alongside interview performance and resume evidence, never as a sole eliminator. They produce signal about traits like sales call reluctance and behavioral patterns associated with strong sales performers, but a single score does not advance or remove a candidate from a search. Every assessment result is presented with context, narrative interpretation, and a recruiter recommendation.
Could a conflict of interest cause you to favor one client over another?
We have a documented conflict review process before accepting any new engagement. We do not represent competing clients for the same role in the same geographic market at the same time. If a conflict exists, we disclose it immediately or decline the engagement. The off-limits policy further protects placed teams: we do not recruit from active clients during the engagement and do not proactively recruit from placed teams afterward.
What does "fee transparency" actually mean in practice?
Every fee is documented in the signed agreement before the search begins, expressed as a percentage of the candidate's first-year base compensation. Deposits and milestone payments are scheduled and tied to defined deliverables. Any administrative or out-of-scope items are itemized in advance. We do not add fees retroactively, escalate retainers mid-search, or invoice separately for replacement searches conducted under the 12-month guarantee.
Standards You Can Verify
If you would like to review our agreement language, see how the guarantee works in practice, or talk through a specific search, pick a time below.