Technical recruiting for operations-led companies

Technical hires for companies whose product is not technology.

Your plant, your clinic or your branch network runs on systems that somebody has to build, keep running and make sense of. Affinity Search Partners finds those people for employers whose business is something else entirely.

Describe the role Main site
Sample diagram of where technical roles sit in an operations-led company WHERE THE ROLES SIT SAMPLE Data What the leadership team reads: reports, dashboards, forecasts Data analyst BI developer Data engineer Systems What the business runs on: ERP, EHR, network, cloud Systems engineer Software developer Business analyst Operations Where the work happens: the line, the floor, the branch Network engineer Site support lead Help desk A technology leader owns all three layers.

Sample: a simplified view, not a client's organization chart.

Industries we serve

Most of the employers we work with make, treat, move or lend. Technology is what they depend on, not what they sell. That changes what a good hire looks like, and we recruit with that in mind.

Healthcare

Hospitals, clinics and care networks where the record system, the network and the reporting cannot go down during a shift.

Manufacturing

Plants and distribution operations where the ERP, the shop-floor systems and the people who support them keep the line moving.

Financial services

Banks, lenders and insurers where core platforms, security and the numbers that feed decisions have to be right every day.

Technology

Software and services companies too, when they need a senior engineer, a data specialist or a leader who is hard to find.

The roles in those settings

An operations leader rarely needs a description of a job title. What you know is the system that is straining and the work that is not getting done. We start there and translate it into the person you need.

Based in Brentwood, Tennessee, and founded in 2013, we place people across Middle Tennessee and the rest of the country.

  • The platform the plant or the clinic runs on Systems engineers, application administrators and business analysts who understand both the software and the shift schedule it serves.
  • The network and the infrastructure underneath it Cloud, systems and network engineers, along with help desk and site support leads for locations that run around the clock.
  • The custom software around the core platform Software engineers, quality assurance, and project and product managers for the integrations and tools no vendor ships.
  • The reporting the leadership team reads Data analysts, BI developers and data engineers who turn production, patient or transaction data into something a manager can act on.
  • The person who owns all of it IT directors, heads of infrastructure and other technology leaders for companies that have outgrown a part-time approach to their systems.

Contract to cover a project, permanent to own a system

The right way to bring someone in depends on whether the work has an end date. We will tell you which we think fits before either of us commits.

Contract and contract-to-hire

A migration, an implementation, a go-live or a backlog that has to be cleared: this is work with a finish line. A contractor or consultant covers it without adding a permanent seat to the payroll.

Contract-to-hire fits when you expect the role to last but want to see the person do the work before you commit to each other.

Permanent placement

A system that will be there for years needs an owner: someone who knows its history, answers for it and improves it over time. That is a permanent hire, and we screen for people who intend to stay.

Leadership searches run the same way, with more attention to how the person will fit alongside the operators they serve.

Whichever fits, the engagement is set out in a written agreement before a search begins. Nothing on this page is an offer.

The character question

Hiring gets hung up in three places: speed, agreeing what a good fit actually is, and character. The third one matters most in a business that runs on shifts, because the test of a technical hire is a go-live weekend, an outage during production or a late-night call from the floor.

So we ask every candidate how they handled the last hard stretch, and we check the answer with the people who were there. We would rather send you a short list of people worth an interview than a stack of résumés, and if a search is not one we can do well, we say so at the start.

What our screening covers

  • Skills. Can they do the work your systems need, in your environment?
  • Motivation. Why this role, this company, this town, right now?
  • Compensation alignment. Settled early, so an offer does not fall apart late.
  • References. How they handled hard stretches, from people who watched them do it.

Tell us about the role

Describe the system, the site and the gap in your own words. We will tell you plainly whether it is a search we should take on.

Describe the role