The CASE for Talent: Why Hiring in Coatings, Adhesives, Sealants & Elastomers Has Never Been More Competitive
If you’ve been watching the specialty chemicals space, you already know that CASE (Coatings, Adhesives, Sealants, and Elastomers) is one of the most active and demanding talent markets in the industry right now. From our vantage point, specifically being asked to help with sales and R&D opportunities, the demand signal is clear: companies need skilled CASE talent, and they need it fast. The challenge is that the talent pool simply isn’t keeping pace.
The CASE for Talent: Why Hiring in Coatings, Adhesives, Sealants & Elastomers Has Never Been More Competitive
If you’ve been watching the specialty chemicals space, you already know that CASE (Coatings, Adhesives, Sealants, and Elastomers) is one of the most active and demanding talent markets in the industry right now. From our vantage point, specifically being asked to help with sales and R&D opportunities, the demand signal is clear: companies need skilled CASE talent, and they need it fast. The challenge is that the talent pool simply isn’t keeping pace.
- When Critical Materials Meet Critical Shortages: Recruiting for the Mondaloy Era – Read Full Article
- The “Hidden” Talent Hubs: Regional Industrial Clusters Reshaping the Advanced Materials Workforce – Read Full Article
- The Hidden Bottleneck in America’s Advanced Materials Race: Executive Talent – Read Full Article
- When Critical Materials Meet Critical Shortages: Recruiting for the Mondaloy Era – Read Full Article
- The “Hidden” Talent Hubs: Regional Industrial Clusters Reshaping the Advanced Materials Workforce – Read Full Article
- The Hidden Bottleneck in America’s Advanced Materials Race: Executive Talent – Read Full Article
Hot Jobs!
Vice President of Operations
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Ultra-High-Temperature Ceramics
- Carbon products
- Military applications
- Scale-up and program management experience
- 15 years of experience
- Security clearance
- West Coast
- Contact Lucas Jensen: (470) 407-5308 lucas@boazpartners.com
Finance Director
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Growing organization
- Top Financial Management responsibility
- NE – hybrid arrangement
- Reports to the President
- Contact Sylvia Moreira: (470) 334-0542 sylvia@boazpartners.com
Plant Manager
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Resins Manufacturer
- 87-year-old smaller company
- Chemical Engineer preferred
- St. Louis, MO
- Contact Josh Fowee: (470) 410-8220 josh@boazpartners.com
Operations Manager
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Education: BS Chem Engineering or Mechanical with Chemical Processing experience
- 8-12 years of chemical manufacturing experience
- 3+ years in leadership roles
- Engineering AND Operations experience
- PSM, ISO9001 & 14001
- Strong leadership skills
- Demonstrated success training and developing teams
- Contact Josh Fowee: (470) 705 -0128 ricky@boazpartners.com
Product Manager
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5 years of product management in the chemical industry – commodities preferred
- Chemical Engineering / Chemistry BS and MBA is a plus
- Experience with tactical day to day and long term strategy required
- Contact Sylvia Moreirar: (470) 334-0542 sylvia@boazpartners.com
Key Account Manager
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Southeast/Southwest
- 5+ years of sales experience
- Experience building relationships, managing distributors and accounts
- Lab and technical services experience preferred
- Technical degree preferred
- Contact Ricky Foster: (470) 705-0128 ricky@boazpartners.com
Halftime: Reflect and Adjust
Time Kills Deals
One of the most common reasons companies lose top talent isn’t compensation, it’s time.
The strongest candidates are rarely active job seekers when a search begins. They’re successful, employed, and generally content where they are. However, once they start exploring a new opportunity, they often begin evaluating the broader market as well. Many of the best candidates are speaking with multiple organizations at the same time.
A successful hiring process doesn’t have to be rushed, but it should keep moving. Long gaps between interviews, delayed feedback, extended internal discussions, and slow offer approvals can all cause momentum to stall. From a candidate’s perspective, silence often feels like uncertainty.
Communication, responsiveness, and steady momentum make a measurable difference in securing top talent. When the process stays active and engaged, organizations are far more likely to keep exceptional candidates invested through interviews, to offer to acceptance.
One of the most common reasons companies lose top talent isn’t compensation, it’s time.
The strongest candidates are rarely active job seekers when a search begins. They’re successful, employed, and generally content where they are. However, once they start exploring a new opportunity, they often begin evaluating the broader market as well. Many of the best candidates are speaking with multiple organizations at the same time.
A successful hiring process doesn’t have to be rushed, but it should keep moving. Long gaps between interviews, delayed feedback, extended internal discussions, and slow offer approvals can all cause momentum to stall. From a candidate’s perspective, silence often feels like uncertainty.
Communication, responsiveness, and steady momentum make a measurable difference in securing top talent. When the process stays active and engaged, organizations are far more likely to keep exceptional candidates invested through interviews, to offer to acceptance.
Halftime: Reflect and Adjust
Most Placeable Candidates
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Candidates: The strongest candidates don’t wait until they’re job hunting to stay sharp. A resume and LinkedIn profile that reflect your wins, a certification you’ve been circling, a network you’ve kept warm; these are the habits that keep good opportunities finding you instead of the other way around.
Whichever half you’re playing from, take stock, then make the second half count. Contact your recruiting partners to help with setting up a second half for success.
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Candidates: The strongest candidates don’t wait until they’re job hunting to stay sharp. A resume and LinkedIn profile that reflect your wins, a certification you’ve been circling, a network you’ve kept warm; these are the habits that keep good opportunities finding you instead of the other way around.
Whichever half you’re playing from, take stock, then make the second half count. Contact your recruiting partners to help with setting up a second half for success.
Most Placeable Candidates
MOST PLACEABLE CANDIDATE: An MPC is someone that we have identified in the industry as a highly qualified and placeable candidate. For more information on this kind of talent, contact info@boazpartners.com
MOST PLACEABLE CANDIDATE: An MPC is someone that we have identified in the industry as a highly qualified and placeable candidate. For more information on this kind of talent, contact info@boazpartners.com
Founded in Atlanta, Georgia, Boaz Partners is a retained executive recruitment firm providing companies with custom recruiting solutions in the chemicals, plastics, and heavy industrial markets. Our success results from a specialized approach focusing on specific functions, industry, level, and location. Our name “Boaz Partners” refers to Ruth’s husband Boaz in the Old Testament who was known for his swiftness, integrity, and transparency, which provides the pillars of our firm’s service.
Clients and candidates are able to rely on Boaz Partners for our vast industry knowledge and proven search process to reach their hiring goals.
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Boaz Partners, 828 Ralph McGill Blvd NE, #316, Atlanta, GA 30306, United States
KEEP UP WITH US
Boaz Partners, 828 Ralph McGill Blvd NE, #316, Atlanta, GA 30306, United States
