Strategic leadership recruiting for roles where service, scale and execution matter.
Perpetual Talent Solutions delivers retained executive search for key leadership roles across transportation and logistics, helping companies strengthen commercial performance, operational scale and organizational compliance. We recruit senior leaders across operations, revenue, safety, trade compliance, human resources, finance and technology—with extended capability across supply chain, procurement and planning.
Operating an enterprise fleet or complex logistics network requires leadership that understands margin protection, safety culture and operational scale. Whether expanding multi-market operations or restructuring P&L accountability, securing proven executives who can execute under real-world constraints is critical.
As a specialized transportation recruiter and executive search firm, we work directly with growing carriers, 3PLs and mid-market enterprises. We identify and place senior leaders across operations, revenue, safety, trade compliance, HR, finance and technology.
Transportation executive search for asset-intensive operations. We recruit senior leadership across fleet management, trucking enterprises and field-based transport networks.
Our work focuses on primary transportation corridors and regional hubs where safety, service reliability, cost control and performance matter.
Logistics executive search for complex global networks. Our practice spans third-party and fourth-party logistics (3PL/4PL), freight forwarding, global express and customs compliance.
We identify leaders skilled in facility network design, route optimization, trade compliance and cross-border operations across air, ocean and land gateways.
Transportation recruiter and headhunting practice for sensitive leadership needs. We provide discreet market mapping for confidential succession planning, private equity platform builds and specialized C-suite roles.
We draw on deep industry relationships to engage proven leaders across regional, national and global logistics enterprises.
Supply chain recruiters focused on end-to-end performance. We place senior leaders across procurement, demand planning, inventory optimization and vendor management.
Our searches prioritize cost efficiency, supplier performance, resilient operating networks and business alignment.
Exclusive search structures built around the complexity, confidentiality and urgency of your key executive hires.
Discuss a Search MandateRecent work tied to revenue growth, safety and operational improvement.
Total cash compensation exceeded $350K
Recruited the most senior sales and marketing leader for a private-equity-backed transportation services business, reporting to the President. As part of the senior executive team, the role was responsible for building a disciplined, scalable sales and marketing organization, aligning market-level sales teams across multiple states and developing national accounts capability, CRM discipline, KPIs, lead generation, sales process, marketing support and accountability.
Total cash compensation exceeded $275K
Recruited the senior U.S. safety leader for a global logistics organization with approximately 5,800 employees across more than 100 U.S. locations. Reporting to an EVP, the role was responsible for advancing a proactive safety culture, strengthening OHS systems, reducing risk, supporting compliance and using technology-enabled safety innovation across a fast-paced operating environment. Credibility with frontline teams mattered as much as with executives.
Our work spans primary U.S. logistics centers and transport hubs, including Houston, Chicago, Dallas-Fort Worth, Atlanta, Savannah, Jacksonville, Miami, Tampa, Cincinnati, Columbus, Greenville, Los Angeles/Inland Empire, Memphis, Kansas City and the NY/NJ Port corridor, as well as global express parcel networks and international trade gateways.
Last-mile, express delivery and parcel networks where routing precision, service consistency, regional execution, scheduling discipline and operating cadence shape performance.
Contract logistics, 4PL, express parcel delivery and managed transportation providers where customer programs, control tower operations and account commitments are essential.
Carriers and freight operators where linehaul economics, driver safety, equipment utilization and on-time delivery decide profitability across regional and national networks.
Asset-intensive operators where dispatch discipline, response times, incident management, recovery and storage operations and multi-market coverage make the difference.
Port, drayage, terminal and intermodal environments where vessel schedules, rail networks, carrier relationships and facility tempo shape service and cost.
International environments, from global express networks to freight forwarders, where customs, trade compliance and time-definite service commitments intersect.
Share the role, operational priorities and business context directly with the managing partners.
A practice built around small to mid-sized businesses but proven with complex global organizations.
We work with founders, CEOs, private equity stakeholders and senior hiring leaders across core industry sectors. What sets us apart is that we intentionally take on a limited number of executive searches at a time. In doing so, the firm’s owners, Debbie Norton and Jim Hickey, stay directly involved from intake to offer, without layers of handoff.
Debbie Norton Founder & Managing Partner
Jim Hickey President & Managing Partner
Every engagement begins with an in-depth working session to define the business need behind the role. We map the operational priorities, existing team structure and specific outcomes required so the search strategy aligns with actual business demands from day one.
Technical background gets a candidate evaluated; operational alignment gets them hired. We assess leadership range, cultural fit and practical execution so you get a complete, candid overview of every profile—never a hard sell on an ill-fitting candidate.
We operate strictly in your best interest. Candidate compensation never influences our recommendations, and we do not present marginal profiles to force a quick fill. Our focus is long-term operational performance.
Most of our engagements come from long-standing clients who rely on us for multiple critical hires a year. We deliver straightforward progress updates, transparent market realities and honest guidance from intake to final offer.
Niche transportation executive recruiters bring deep domain knowledge, existing operational networks and an understanding of sector-specific metrics like fleet utilization, operating ratios and safety compliance. Focused firms add direct partner engagement on every search, and that shows in the precision of the candidate slate.
Search timelines are managed through active, direct candidate engagement and focused market research rather than passive post-and-wait methods. By maintaining dedicated partner involvement on a limited number of searches, we move candidate identification and evaluation forward efficiently while allowing for the thorough assessment senior-level hires require.
Yes. We recruit senior leaders for the U.S. operations of multinational logistics providers, global express networks, 3PLs and international freight forwarders: executives who manage cross-border trade, international compliance and multi-region networks from a U.S. base.
Preparation is straightforward: having key decision-makers aligned on the business objectives, role scope and ideal leadership profile helps to make the session productive. Bringing an existing job description, organizational context and an approximate compensation range allows us to refine the search strategy and outreach plan immediately.
No. We work exclusively on a retained or engaged basis, so both sides are committed to the search from the start. Contingency recruiting rewards speed and volume; senior leadership searches require judgment, discipline and follow-through.
Explore Retained & Engaged Search →Interview availability, feedback timing and the pace of decision-making once qualified candidates are introduced all influence timing. For senior leaders who are currently employed, confidentiality and existing business commitments may also affect scheduling. A clear interview sequence and timely feedback help maintain candidate engagement and keep the search moving.
Compensation should be aligned with the business outcomes the hire is expected to deliver, the client’s existing pay structure, bonus design and internal equity considerations. As part of the search strategy, we help clients understand how candidates at different levels are likely to view the opportunity and how expectations may vary based on current compensation, leadership experience, functional breadth and the strength of the role.
When the role scope changes, the search should be recalibrated rather than continuing under the original assumptions. The target market, candidate profile, compensation expectations and client communication may need to shift to keep the search aligned with the role the company needs to fill.
Every conversation starts with your operational priorities, not a sales pitch. Tell us about the leadership hire you are planning or the challenge you need to solve and we will give you a candid assessment of the role, the market and whether we are the right fit.
Speak with a Managing Partner