Twelve specialist disciplines across US hunting, wildlife management and conservation. Every major flyway, every range system, plus federal, state, NGO and private employers. Field-fluent consultants on every brief.
Head guides, outfitter operations managers, sporting-property leads, lodge managers, reservation-desk leadership. Rocky Mountain elk and mule deer country, Alaska registered guide/outfitter board employers, Southeast plantations, Southwest desert operators and Great Plains upland-country outfitters.
Deer, elk and big-game management contractors. Population-modelling biologists, harvest-quota analysts, private-land management specialists, culling and predator-balance program leads for state programs and private ranch managers. Chronic wasting disease response and cervid-health specialists welcomed.
Wetland managers, moist-soil specialists, refuge biologists, waterfowl-hunting-club managers, Flyway program leaders. Mississippi and Central Flyway focus, plus Atlantic and Pacific Flyway coverage. Prairie pothole to coastal marsh operators.
Preserve managers, pointing-dog trainers, hunting-club operations leads, gamebird propagation specialists, dove-field program managers. Southeast quail country, Northern Plains pheasant, Midwest chukar, Texas Hill Country dove.
Predator management specialists, invasive-species control leads (feral hog, coyote, nutria, python, mongoose), USDA APHIS Wildlife Services field positions, damage-management contractor roles for agricultural, municipal and airport clients. Working with state depredation permit programs.
Field-program directors, chapter development managers, land-protection specialists, government-affairs leads and executive appointments for the major US conservation organizations: waterfowl-, upland-bird-, big-game- and land-trust bodies with active field programs.
Wildlife biologists, field research technicians, telemetry and GPS-collar specialists, population ecologists, GIS biologists, wildlife veterinarians and wildlife-disease specialists. TWS associate and certified wildlife biologist standing valued at senior end.
State DNR wildlife biologists and program managers, USFWS field-office and national-refuge positions, USDA APHIS Wildlife Services, state game-warden academy graduates, agency communications and hunter-recruitment (R3) specialists.
Wildlife rehabilitation directors, wildlife-hospital managers, licensed rehabilitators, raptor-program leads, education-animal handlers, wildlife-veterinary support. State and federal rehabilitation licensure verified against the appropriate agency.
Hatchery supervisors, fisheries biologists, fish-culture technicians, coldwater and warmwater production leads, fly-fishing outfitter guides, USCG-licensed fishing captains (Master, OUPV, near-coastal, inland). AFS certified fisheries professional standing welcomed at senior end.
Rangeland ecologists, habitat management specialists, prescribed-fire crew leads, private-lands biologists, land stewardship coordinators for ranch operators, land trusts, grazing associations, WHIP and EQIP-adjacent program work.
Hunter-education program directors, IHEA-USA and state hunter-ed instructors, shooting-range managers, chief range safety officers, R3 (recruitment, retention, reactivation) program leadership at state agencies, NGOs and shooting-sports foundations.
The practice determines the sourcing lens and the credential-verification depth. The workflow stays the same across all twelve practices: a written brief, a targeted search, a ranked shortlist and end-to-end offer support. Same consultant from intake through day-90 follow-up.
We arrive at intake ready. We already know the region, the discipline, the credential ecosystem (state guide-board rules, USFWS hiring pathways, TWS standing, IHEA-USA structure, USCG captain-tonnage differences), the package bands in USD (including on-property housing, vehicle allowance, licenses paid where relevant), and the passive-market context for the seniority. Your intake time goes to your operation and the person you want to hire.
We approach our field network and the passive market. Employer identity is withheld until you give express permission. In small hunting or agency circles, sloppy approaches signal to neighbours, competitors and regulators; approaches to a candidate’s current employer are coordinated with you before we make them.
Three to five candidates per brief, credential-verified, with our written notes on each. Current package in USD, notice position, non-compete status, license currency, rehabilitation-license status where relevant, and any competing processes documented before introduction. We rank the shortlist and explain our ranking. Every candidate arrives filtered.
We coordinate interviews, manage feedback, structure the offer (base, benefits, on-property housing where relevant, vehicle, licenses paid, moving support for out-of-state hires), handle counter-offer conversations and confirm start-date logistics. Follow-up check-ins at day 30 and day 90 to make sure the placement is settling.
Roles that need a specialist desk we do not run. Seasonal day-guide staffing, 1099 flex contracting, wildlife-photography-only assignments, hunting-media production hires, firearm retail. If you ask us for something outside the twelve practices above, we will say so directly and refer you out with pleasure. Depth of focus inside US hunting, wildlife and conservation employer recruitment is what makes our shortlists arrive faster and better matched than a generalist agency can manage.
Submit a vacancy with the role, the region, the credential bar and the package range in USD. We will reply inside one business day with a clear plan and a fee proposal.
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