Lean and Six Sigma talent, found just in time.
JIT Recruiting finds Green Belts, Black Belts, Master Black Belts and continuous improvement leaders for manufacturing, healthcare, finance and nonprofit teams. We search for the right person for your culture, not the next resume in a database.
- 20+ years recruiting Lean Six Sigma talent
- Woman-owned business
- Placements across North America, South America and Europe
Lean Six Sigma staffing for the roles that move your numbers
Process improvement hires are hard to judge from a resume. A certificate says someone passed an exam; it doesn’t say they can lead a kaizen on a night shift or get a skeptical plant manager on board. That’s the part we screen for.
Green Belts
Analysts and engineers who run improvement projects alongside their day job and support Black Belt-led work.
Black Belts
Full-time project leaders who own DMAIC projects end to end, coach Green Belts and report savings to leadership.
Master Black Belts
Program architects who set deployment strategy, train Black Belts and keep a portfolio of projects tied to business goals.
Lean coaches and change agents
Toyota Production System practitioners who can teach standard work, 5S and value stream mapping on the floor.
CI and operational excellence leaders
Managers, directors and VPs who build continuous improvement programs and the culture to keep them running.
Nonprofit leaders
A longtime part of Ann’s practice: helping the organizations that help others find people who fit their mission.
Every search starts with a real conversation, not a job description
We don’t assume we know what you want from a posting. A collaborative intake comes first, so we understand the skills, the culture and the personality that will succeed on your team. Then we go find that person directly.
- Direct search. We hunt for the right match instead of pulling a resume out of a database.
- We speak Lean. Ann ran a specialty practice dedicated to Lean Six Sigma talent, so screening goes past the certificate.
- Built for fit and retention. Candidates are measured against your culture and values as well as their skills.
- Flexible capacity. Scale a lean team up or down as projects start and finish.
She recently sourced three people in a matter of weeks after internal recruiting resources took four months to come up empty-handed. The candidates were so qualified we hired two instead of one.
Why specialized hiring pays for itself
An open process improvement role is a stalled savings plan. The national numbers show why a focused search matters.
Median time to fill a nonexecutive position in SHRM’s 2026 recruiting benchmark.
Source: SHRM, 2026Median cost per hire for executive roles in 2025, up 113% since 2017.
Source: SHRM 2025 benchmarkingProjected job growth for industrial engineers from 2025 to 2035, much faster than average.
Source: U.S. Bureau of Labor StatisticsSix steps from intake to signed offer
Intake
We learn the role, the team and the culture before we search.
Sourcing
Direct outreach through our network and search tools to find standouts.
Engagement
We get the right people interested in your opportunity.
Qualifying
In-depth interviews on skills, motivation and culture fit.
Submittal
A short list with detailed profiles, not a stack of resumes.
Offer and close
We coordinate the offer, handle concerns and support onboarding.
Lean talent for every kind of operation
Lean and Six Sigma started on the factory floor, but the methods now run hospitals, banks and service teams. Ann has recruited across all of them.
Manufacturing
Industrial and discrete manufacturing, from plant floor to corporate OpEx.
Healthcare
Patient flow, quality and process improvement roles.
Finance and services
Transactional process improvement and operational excellence.
Nonprofit
Leadership and specialist roles for mission-driven organizations.
Oil and gas
Operations and improvement talent for energy companies.
Technology
Process and operations roles at technology firms.
Higher education
Continuous improvement and leadership roles on campus.
Consulting
Lean consultants and coaches for advisory firms.
Latest hiring articles
Practical advice for hiring managers building a Lean or Six Sigma team. For in-depth guides, salary context and a Lean glossary, browse the Knowledge Base →
Nonprofit Hiring: How to Find Leaders Who Fit the Mission
Five lessons from years of nonprofit recruiting: screening for mission, aligning the board and selling the role honestly.
Hiring StrategyWhy Continuous Improvement Hires Fail in Year One (and How to Prevent It)
Most failed CI hires were set up to fail. The five causes we see most, plus a 90-day plan that works.
Hiring Strategy5 Signs You Need a Full-Time Lean Six Sigma Black Belt
Stalled projects, fading gains and Green Belts with no coach: the signals that it's time to hire a dedicated Black Belt.
Questions hiring managers ask us
What does JIT stand for?
Just-In-Time, the Toyota Production System principle of delivering exactly what’s needed, when it’s needed. We apply the same idea to hiring: the right person for your role, when your project needs them.
What kinds of roles do you fill?
Our specialty is Lean (Toyota Production System) and Six Sigma talent: Green Belts, Black Belts, Master Black Belts, lean coaches and continuous improvement or operational excellence leaders. Ann has also recruited for nonprofit, technology, higher education, oil and gas and industrial manufacturing organizations.
Do you recruit outside the United States?
Yes. Ann has placed candidates for clients in the U.S., Canada, Mexico, South America and across Europe.
How long does a search take?
It depends on the role, location and how specialized the skill set is. We set a timeline together during the intake. As a reference point, SHRM’s 2026 benchmark puts the national median time to fill a nonexecutive role at 39 days.
Have a Lean or Six Sigma role to fill?
Tell Ann about the position. You’ll get a straight answer on the market, the timeline and the best way to run the search.
