Business and administrative operations
Operations coordinators and managers, office operations, executive support, and administrative business partners.
Professional services & B2B operations recruiting
Build the operations team behind your client work.
When service quality depends on steady follow-through, clear handoffs, and people who keep work moving, the role deserves a thoughtful search. Curry Recruit helps professional-services and B2B employers define the need, recruit with care, and keep communication clear.
Roles we can discuss
People who connect the process and the client experience.
These examples are a starting point. Search fit depends on the role, team context, and scope agreed during discovery.
Client services and account operations
Client-services coordinators, account support, service delivery operations, and roles that keep client work organized.
Project operations and coordination
Project coordinators, project operations specialists, program support, and PMO-adjacent roles.
People and process support
People-operations coordination, onboarding support, and roles that help teams improve everyday handoffs and processes.
A human-led process
Clear alignment before outreach begins.
We agree on the role and the way decisions will move before starting a search, then keep both sides informed as it progresses.
01
Define the work
Discuss the business need, role outcomes, team relationships, location, compensation parameters, and hiring priorities.
02
Agree on a practical search
Align on must-haves, sourcing approach, decision makers, interview steps, and an update cadence before outreach begins.
03
Source and assess with care
Curry Recruit conducts role-aligned outreach and screening, then shares relevant candidate context for your review.
04
Coordinate decisions and next steps
We keep communication moving and share progress against the agreed priorities. Timing and hiring outcomes depend on the role and market.
Communication you can work with
Keep the search clear for your team.
At kickoff, we align on who needs to weigh in, how interviews will work, and when to check in. Updates focus on search activity, candidate feedback, and any decisions or adjustments that need your attention.
We share what is progressing and where the search may need recalibration. Timelines and outcomes depend on the requirements, market, and timely feedback from everyone involved.
Custom-scoped support
Choose an approach after discovery.
Direct-hire search
Recruiter-led support shaped around a defined permanent hire, from role alignment and sourcing through candidate conversations and interview coordination.
Candidate sourcing
A focused sourcing effort for an agreed role or talent segment, with scope and handoffs defined with your team.
Fractional or project recruiting
A defined recruiting workstream or time-bound project may be considered when the responsibilities, capacity, and goals are a fit.
Engagements are custom scoped and custom quoted after a conversation about your goals and requirements.
Questions employers ask
Before starting a search.
What roles fit this recruiting focus?
This page focuses on professional-services and B2B operations work, including operations coordination and management, client-services and account operations, project operations, administrative business support, and related people-and-process roles. Fit depends on the role requirements and scope confirmed in discovery.
What recruiting support can we discuss?
After discovery, a need may be a fit for direct-hire search, candidate sourcing, or a custom-scoped fractional or project recruiting engagement. The approach depends on your hiring goals, role requirements, and internal process.
How are recruiting engagements priced?
Recruiting work is custom scoped and custom quoted after a conversation about the role and hiring goals. This page does not list fixed recruiting prices.
How will our team receive updates?
At kickoff, we align on decision makers, interview steps, and a practical check-in cadence. Progress updates cover the search activity, candidate feedback, and decisions or adjustments needed to keep the work aligned.
How do you communicate with candidates?
We aim to describe the role and process clearly, respect confidentiality, and keep candidates informed as updates are available. A candidate is not represented or submitted to your team without their permission.
Start with a conversation
Tell us about the work your team needs covered.
Share the role through the employer intake or request a discovery call. We'll discuss whether and how the recruiting need can be scoped.