What’s the difference between filling a position and finding top tier talent? The former carries a high turnover risk. The latter contributes to profitability and accomplishment of business objectives.

As a preferred provider of recruiting solutions, we partner with leading companies seeking candidates and source top tier talent to fit their culture and position requirements. This approach enables us to find the talent needed to give our clients a competitive edge.

At CMA Midwest, we can take the hassle out of the recruitment process.

To win in the marketplace you must first win in the workplace!

Our Specialties:

  • Human Resource – Generalist, VP, CHPO, CHRO
  • Sales & Marketing – Account Executive, Director, VP

General Specialties

  • C-Level Executives, CEO, (Chief Executive Officer), CTO (Chief Technology Officer), CFO (Chief Financial Officer), CIO (Chief Information Officer), COO (Chief Operating Officer), CCO (Chief Compliance Officer), CKO (Chief Knowledge Officer), CSO (Chief Security Officer), CDO (Chief Data Officer), and CMO (Chief Marketing Officer)
  • Manufacturing – Plant Manager, Supply Chain, Process Engineer, Safety Manager, Logistic
  • Banking & Insurance – Private Banker, Lenders, VP
  • Attorney and Legal – Associate level to Managing Partner
Professional search


Identification: In-depth analysis of position specifications, careful gathering of requirements with a value focus, and results-oriented experience which effectively sells company attributes so that the most successful candidate is retained.

Strategic planning for the most effective means for sourcing target candidates. Extensive integration of industry resources, virtual communities, magazines, and proven cold calling approaches.

Supported by an extensive database of candidates and companies, potential candidates are actively sought from direct competitors and parallel industries located locally, regionally, or nationally.

The most important step in the process. Combining behavioral and targeted interviewing techniques, clients are ensured that the candidates presented possess all necessary, as well as many desired, skill sets which will prove their value as an exceptional performer within the company.

Interviewing: Complete and honest feedback coupled with tailored advice during the entire interview process, thus ensuring a smooth and seamless hiring transition.

Consultation and negotiation of all elements surrounding an employment offer. Hands-on involvement to ensure that the candidate identified gets hired and stays hired.

Strategic Talent Alignment in Leadership Positions


If the candidate placed voluntarily terminates their employment or is terminated for cause within the first 5 years of employment the following replacement program will be followed:

# of days Candidate Employed:  What we will do:

1 to 30 days 60 days to find a replacement if no replacement found 100% of the fee refunded to the client

31 to 90 days 60 days to find a replacement if no replacement found 50% of the fee refunded to the client

91 to 180 days 60 days to find a replacement if no replacement found 50% of the fee credited to a new search

181 to 365 days New search conducted – client charged an additional fee of 50% of the original invoice

366 to 1825 days New search conducted – client charged an additional fee of 90% of the original invoice

(5 years from start date)