Recruiting Services

WHO WE ARE: Sarammi Recruiting & Headhunting Services is a woman-owned boutique search firm, focusing on solving the challenges of hiring and attracting the right people.

WHAT WE DO: Help manufacturing organizations make better, quality hires resulting in a higher retention rate, help find candidates in high demand talent pools and help with the obstacle of competition for finding and attracting top talent.

JOB SEARCH TRAINING: Learn How To Job Search Using Recruiting Techniques ♦ Use Advanced LinkedIn Strategies that your competition doesn't know about ♦ What sources are recruiters using to find you ♦ What are hiring managers really looking for ♦ How to sell yourself on an interview to stand out ♦ Learn More:

Friday, November 13, 2015

Inventory Specialist & Production Planning

A U.S. based engineering and manufacturing company is looking to hire a Team Lead in Production Scheduling and Inventory Control.  Position located near Meadville, PA

You will be responsible for managing the master production schedule, track progression of work orders and investigate factors affecting schedules and modify plans as necessary.

  • Work closely with clerks, mentoring them on processes and job responsibilities.
  • Manage replenishment of finished goods to ensure customer service level goals are maintained.
  • Coordinate physical inventory and cycle count activities.

The successful individual will have:

  • A Degree in Business Administration or Supply Chain and at least 2 years of experience performing Inventory Control and Production Scheduling activities OR an APICS CPIM certification with at least 5 years of relevant experience.
  •  Experience using MRP and ERP systems

For more information contact Cori Sachais:

Tuesday, October 20, 2015

Product Engineer / Robotics Programming - North Carolina

A coatings, technology and solutions organization is looking to hire a Product Engineer to work at their facility in North Carolina.  (Relocation Assistance offered)

You will be focusing on project management, product development and product improvement activities, ensuring on-going process improvements ad new production introduction.  You will be responsible for writing technical plans, programming robotic equipment, automation and 3D modeling.

  • Interface with customers in regards to development and process activity status.
  • Develop process planning and coordinate reviews with quality and production personnel.
  • Send plans to customers for approval
Requirements include

  • Bachelor's degree; B.S. in Materials or Mechanical Engineering preferred
  • Experience with robotic programming and automation
  • Ability to define problems, collect data, establish facts, and draw valid conclusions. 
  • Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
  • Experience in thermal spray coatings a plus
For more information contact Cori Sachais -

Cori Sachais
Recruitment Specialist

Technical Process Manager - North Carolina

A leader in Surface Treatments is looking to hire a Technical Manager to act as lead technical reference for customers and the internal organization regarding materials, coatings and assembly application.

Relocation Assistance Offered

Reporting to the Vice President, Technology, you will represent the Company in front of customers as the Senior Expert in coatings and thermal spray, mentor and coach the engineering staff in coating processes and knowledge, customer approach and technical discussions and lead Root Cause Corrective Action activities to permanently eliminate defects.

Requirements include:

  • A Bachelor's Degree in Engineering
  • A minimum of 8 years of proven experience in Thermal Spray environment, sector Industrial gas turbine and/or aerospace sector.
  • Strong technical background in engineering. 
  • Preferred areas of expertise: Materials, Mechanical, Robotic, or Manufacturing
  • Open to International and Domestic travel a few times a year.
For more information contact: Cori Sachais -

Cori Sachais
Recruitment Specialist


Wednesday, October 7, 2015

Sales & Marketing Account Executive - Consumer Product Goods (CPG) Seattle, Washington

A multi-national manufacturer of consumer product goods is looking to hire a Sales & Marketing Account Executive to work in Seattle, Washington.

You will be responsible for customer development and providing leadership in developing business relationships with buyers and district managers within key targeted accounts.

  • Deliver annual financial targets
  • Collaborate with cross functional teams including Account Executives, Shopper Insights, Category Management and Finance.
  • Sell and execute strategies to improve distribution, shelving and merchandising.

You will have:

  • A Bachelors Degree
  • 3 to 5 years of account management (direct selling) within consumer product goods (CPG)
  • Strategic and analytical thinker with experience in data analysis and insights (Nielsen/IRI)
For more information contact Cori Sachais -

Cori Sachais, Recruitment Specialist

Sarammi Recruiting & Headhunting Services

Senior Sales Executive - Consumer Product Goods (CPG) U.S. Locations

A multi-national manufacturer of consumer product goods is looking to hire Senior Sales Executives to work in one of the following areas:  Boston, Chicago, Grand Rapids, Baltimore or Atlanta.

You will be responsible for strategically partnering with customers and buyers to meet or exceed financial objectives and deliver competitive advantage by driving retailer category growth and contributing to their category strategies.
  • Lead strategic partnerships with customers to develop win/win business solutions for your categories.
  • Manage and improve distribution, pricing, shelving, and merchandising.  
  • Leverage analytical tools and integrate data systems to develop new department and category sites.
  • Possibly manage small teams of 1-3 people. 

You will have:
  • A bachelor's degree and 5-8 years of relevant sales experience.
  • A valid driver's license and be willing to travel on the job.
Sales people need to be within driving distance of their accounts, your assignment could require relocation.

Must be willing to immediately relocate to your first assignment.  There are several roles across the United States and you must remain mobile throughout your career.

For more information contact Cori Sachais:

Cori Sachais, Recruitment Specialist

Sarammi Recruiting & Headhunting Services

Brand / Marketing Manager - Michigan

A world leading global manufacturer in consumer goods is looking to hire a Brand / Marketing Manager for their location in Michigan.  You will be responsible for leading day to day agency relationships, driving marketing strategies and communications as well as, managing creative integration across brand portfolios.

  • Partner with category merchandising teams, supporting current business needs.
  • Brand positioning.
  • Work with consumer insights team to develop brand scorecards.
  • Develop and execute media plans.
  • Manage brand budget.
You will have:

  • Bachelor's degree in marketing or related field required, MBA preferred.
  • 3 + years of relevant experience required.
  • Experience and knowledge of marketing methods and processes, and a proven ability to launch new products, ensuring product growth.
  • Strong consumer focus.
For more information contact:
Cori Sachais, Recruitment Specialist

Sarammi Recruiting & Headhunting Services

Tuesday, September 29, 2015

Director of Human Resources - Hospitality Industry

An award winning resort in Massachusetts is hiring a Director of Human Resources who will be responsible for directing the day to day operations of the Human Resources Department, including managing staff relations programs and leading the recruiting, employment, staff development and retention functions.

You will be someone with a calm and approachable demeanor, have the ability to facilitate and mediate sensitive or confrontational matters and provide coaching in a productive and effective manner.

Being someone who likes to give hugs is preferred, as it promotes comfort opportunities to show your staff that company leadership cares about their well-being in an authentic,  professional way.

Preferred Experience

  • Bachelor's Degree is required
  • 5 to 7 years of Human Resources experience including generalist background as well as management and leadership experience
  • Experience with ADP and Taleo is highly preferred
  • Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certifications are a plus.
  • Relocation assistance offered
  • Access to dozens of complimentary classes and lectures
  • Complimentary access to gyms and fitness facilities
  • Monthly Family Night programming for staff members to bring a guest and enjoy special staff only events
  • Medical plan with generous plan coverage, dental plans and vision plans.
  • Pharmacy coverage for prescriptions
  • Well Credit program where staff members earn significant discounts for living a healthy lifestyle
  • And much more!
For more information contact Cori Sachais -

Wednesday, September 2, 2015

Investment Strategist and Program Manager - Philadelphia, PA

An Investment Management and Wealth Planning organization that was featured in Barron's 2015 America's Top Advisor rankings, is looking to hire an Investment Strategist and Program Manager.

You will create, manage and advise investment programs and strategies for client portfolios, work with Financial Advisors to develop an Investment program suitable for each client and interact with outside consultants, portfolio managers and investment providers.

You will be market savvy with a proven ability to evaluate and select appropriate investment programs, have a strong knowledge of the investment marketplace and financial services industry and have experience managing an investment team and investment programs.

To learn more about this opportunity, contact Cori Sachais,

Cori Sachais
Recruitment Specialist

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Wednesday, August 26, 2015

How I saved a small business over $19,000 in recruiting fees

I know, it's odd that a Recruiter is writing about how they saved a company money in recruiting fees, because as you know, recruiting fees are up there.  Typically, recruiting fees run anywhere between 25% to 30% of a candidates first year salary, sometimes even higher with retained search firms working on C-Level positions.  
Today, I'm happy to be sharing how I saved a company over $19,000 in recruiting fees.  
The Situation:  A small financial investments firm was looking to hire a CPA with some background in financial investments.  This person will play a crucial role in the company as they only have 1 CPA right now, who in the next few years will be retiring. The position was posted on LinkedIn, which didn't have the outcome they were hoping for.  After trying to utilize some other resources to attract the talent they were looking for without any luck, they realized they needed to get more creative with their hiring process.
Solution #1: Since the company was not ready to go the "recruiter" route, they hired me to conduct a virtual training session with some of their team, training them on my recruiting techniques using LinkedIn, that they could use to aggressively search for this key person.  Result: They were extremely pleased with the training and  learned things about LinkedIn they never knew existed.  They seemed hopeful that they could search and find this person on their own.  As a small business, they all had their own jobs to do, and realized they just didn't have the time to do the recruiting and screening on their own.
Solution #2: Knowing this is a small company and that they don't have the budget to pay a typical recruiting fee, I offered my freelance recruiting model to them.  The company will receive the same high quality recruiting process I offer my fee paying clients, except on an hourly/flat rate basis.  Result: After weeks of cold calling into competitors, researching CPA's with financial investment background, and making 5 to 7 touch points to candidates in order to get responses and conversations going, a candidate was identified, interviewed and hired.
The Savings? The candidate was hired at a base of $110,000, my typical recruiting fee would be 25% of that, which is $27,500.  My Freelance Recruiting Model saved them over $19,000 in recruiting fees and they hired a high quality candidate, someone who wasn't actively job searching and wasn't on a job board.
Why would I do that level of work and agree to work on an hourly/flat rate basis making less money you ask?  First, I got paid for the work I was doing. When I'm working with clients on a fee basis and only get paid if they hire one of my candidates, I'm working for free and sometimes I never get paid for the work I do.  Second, there are many small companies and start-ups that need help with recruiting and don't have it in their budget to pay a high fee.  I love helping companies identify talent and I enjoy helping people find their next career.  If that means I make $19,000 less than what I could have made, then so be it.  Third, when working with a small business on a Freelance/Contract basis, I'm able to build a great working relationship with some of the team members.  Whether I'm working with the Owner, CEO or Office Manager, there's a mutual commitment on both ends and open communication during the entire process.  I become a true extension of the company.

The company has another opening they need help with and guess who they reached out to for assistance?  That's right, me. So I may make less money up front, but the repeat business and long lasting relationships make up for that.
Contact me to discuss your small business hiring challenges.
Cori Sachais: or 724-327-6804

Wednesday, August 19, 2015

Article: 5 Questions you should ask recruiters before working with them

It's not an easy task to find the right recruiter to work with. There are so many companies and individuals in the recruiting industry, it can get overwhelming and confusing when trying to decide who to work with on your critical job openings. Sometimes, you may even decide to work with several recruiters at one time because they all are saying they can do the job for you. This choice isn't necessarily the best route to take, you can see why in a previous post I wrote 4 Reasons why using multiple recruiters could hurt your business.

If you are considering using a recruiter to help you find your next star employee, you are going to pay a large sum of money (fee) for their services. Choosing a recruiter to work with is no different than purchasing any other product or service. You want to learn more about that product or service before purchasing it.

Read the full article here: 5 Questions you should ask recruiters