Intake
We learn the role, the must-haves, and what success looks like in your company.
Recruiting across Connecticut & Rhode Island
The right hire, without the hiring headache.
C. Kelly Search Group helps small businesses find and secure strong candidates—without retainers, wasted interviews, or a fee unless you hire.
Your time, protectedMeet only candidates worth meeting.
Flexible by designA practical search built around your role.
Results alignedYou pay only when your hire starts.
From vacancy to accepted offer
A straightforward search process.
Clear communication, fewer distractions, and a focused path to the person your team needs.
Search
We identify and engage candidates who fit the work—not just the keywords.
Shortlist
You receive a focused group of pre-screened candidates worth your time.
Interview
We coordinate schedules, gather feedback, and keep the process moving.
Hire
You choose the right candidate. Our fee is due only when that person starts.
Built for smaller businesses
Every hire matters more when the team is lean.
I started C. Kelly Search Group because I genuinely enjoy this work—learning what makes a business run, getting to know people, and making the match that helps both move forward. Recruiting is work I find energizing, and that enthusiasm means every search gets personal attention and real care.
You work directly with me
From the first intake conversation through the accepted offer, there are no handoffs to a junior recruiter. I stay accountable for the search and the communication.
No retainer, no wasted spend
Terms are agreed in writing before the search begins, and there is no recruiting fee unless you hire our candidate.
Local market focus
Serving small businesses across Connecticut and Rhode Island, across roles and industries.
Examples, not limits
The kinds of roles we can discuss.
Every search is evaluated on its own merits. These are examples of the areas where a focused direct-hire search can help a small business.
Office & administration
Administrative assistants, office managers, and operations coordinators.
Accounting & finance
Bookkeepers, staff accountants, and payroll specialists.
Healthcare support
Medical assistants, patient access, and billing or coding roles.
Skilled trades & operations
Maintenance technicians, field service, and production leads.
Choose the model that fits the hire.
The best recruiting approach depends on how much of the search you want to run yourself, how specialized the role is, and when you want fees to begin.
You run the process
You post the role and handle the advertising, résumé review, outreach, screening, and coordination.
Upfront commitment
An engagement fee starts the search. This model is often used for senior or highly specialized mandates.
Pay when the hire starts
We source and screen candidates without an upfront recruiting fee. You pay only if you hire a candidate we introduce.
When we’re not the fit
If you need dozens of temporary workers on immediate notice, a high-volume staffing agency will serve you better. C. Kelly Search Group focuses on direct hires for individual roles and small teams.
Common questions
What to know before we talk.
Straight answers about the process, the fee, and what happens next.
What is contingency recruiting?
The search begins without a retainer. If you hire a candidate introduced by C. Kelly Search Group, the recruiting fee is due when that person starts. No hire means no recruiting fee.
What does it cost?
The fee structure and terms are agreed in writing before the search begins, so you know exactly what to expect before any work starts.
What happens on the 15-minute introductory call?
We’ll cover the role, your timeline, the must-haves, and what a great hire looks like for your team. You can ask questions about fees and process, and we’ll decide whether the search is a good fit.
How long does a search take?
Every role and market is different. The timeline is usually shaped by:
- Skill-set scarcity: specialized or hard-to-find experience narrows the available pool.
- Compensation: pay and benefits that trail the market can slow interest and acceptance.
- Location flexibility: remote or hybrid options generally widen the pool; fully on-site roles can take longer.
- Interview speed: quick scheduling and feedback help keep strong candidates engaged.
- Interview rounds and decision-makers: more steps and calendars usually add time.
- Notice periods and counteroffers: a selected candidate may need time to exit a current role cleanly.
- Role clarity: clear priorities and must-haves reduce restarts and keep the search focused.
We’ll discuss these factors at the start, flag risks early, and set a realistic plan for your search.
Download the search timeline call guideWhat if the hire doesn’t work out?
Placements include a 90-day replacement guarantee. The full terms are set out in writing before the search begins.
What types of roles do you recruit for?
C. Kelly Search Group works across roles and industries for small businesses in Connecticut and Rhode Island. The introductory call is the best way to assess the role and whether the search is a fit.
Have a role to fill?
Let’s talk about the hire.
In 15 minutes, we’ll cover the role, your timeline, the must-haves, and what a great hire looks like. You can ask questions about fees and process, and we’ll decide whether the search is a fit.