Executive search for agricultural machinery and implements

We hire leaders for manufacturers, dealerships and embedded technology companies: sales, after-sales, engineering, manufacturing and network management.

Talk to our team See our method

clients served

+0%

accuracy on the 1st shortlist

days, on average, to the shortlist

years of founders' experience in management and leadership

The industry

Why the agricultural machinery sector calls for a specialized headhunter

The agricultural machinery market brings together metalworking manufacturing, technology and a dealer network that must sell, finance and support customers in the field. After-sales service often decides the repurchase.

We map professionals at manufacturers, dealer networks, precision agriculture companies and in the automotive and heavy equipment sector, with transferable skills.

What the agricultural machinery market demands of leaders

Dealer network management
After-sales, parts and service
Financing and credit lines
Product engineering and embedded technology
Metalworking manufacturing

Challenges

Where the right hire makes a difference in agricultural machinery and implements

Network

Dealerships and channels

Network and regional managers who develop dealers.

After-sales

Parts and service

After-sales leaders who increase recurring revenue and satisfaction.

Manufacturing

Product and manufacturing

Engineering and operations for production lines and new launches.

Positions

Positions we recruit for in agricultural machinery and implements

Only leadership and strategic positions, from coordinator to C-level.

Sales directorView function Regional managerView function Engineering and maintenanceView function Plant directorView function Supply chainView function CEOView function

How it works

The recruitment and selection process, step by step

Full transparency at every step: you know exactly what happens from the first briefing to the hiring of the ideal candidate.

Client alignment

It all starts with a deep dive into your challenge: we understand the role, the business goals, the company culture and the ideal technical and behavioral profile. This initial alignment defines the search map and avoids rework down the road.

Market mapping

We map the agribusiness market in full: companies, competitors, regions and the professionals who stand out in each function. This is where we identify target talent, including people who are currently employed and satisfied.

Active search (headhunting)

We go after the best proactively. We combine direct headhunting, our own talent pool and AI-powered technology to approach qualified candidates no job posting would reach, with full confidentiality when the process requires it.

Behavioral screening (DISC)

We apply the DISC methodology to mapped candidates to understand how each person tends to act, communicate and make decisions. Only those whose profile fits the team and the challenge move on to interviews.

Interviews and assessment

We assess each candidate in technical and behavioral depth, validating experience, achievements, motivations and fit with your company culture. Only those who truly make sense for the position make the shortlist.

Shortlist delivery

You receive a lean shortlist with the best options in the market, each with a complete profile report. Instead of screening dozens of résumés, you choose among qualified finalists, with accuracy above 70%.

FAQ

Questions about recruitment in agricultural machinery and implements

Do you recruit for machinery dealerships?

Yes, in management positions: dealership directors and managers, sales, after-sales, parts and finance.

Which positions do you recruit for at manufacturers?

Sales, network, product, engineering, manufacturing and supply chain directors and managers, and C-level.

Do you search for professionals from the automotive sector?

Yes, when the skills are transferable, such as manufacturing, network management and after-sales.

Does Geração C3 recruit for operational roles?

No. We work only on leadership and strategic positions, from coordinator to C-level, plus senior specialists. The shortlist is delivered in 15 days on average, with over 70% accuracy on the first list.

Hiring a leader in agricultural machinery and implements?

Talk to our team. We know the industry, map the right professionals and run the process confidentially, from alignment to shortlist.

Talk to our team