Success Stories
Brightwing learns your business needs, talent gaps, and hiring challenges to ensure every placement is a step toward sustained success.
Our Greatest Staffing Victories
The Challenge
The Mike Morse Law Firm is Michigan’s largest and most recognizable personal injury firm—known for its bold marketing, creative thinking, and an unwavering commitment to excellence. With over 250 employees, the firm continues to redefine what a modern law practice can be.
As growth accelerated, it became clear that sustaining this momentum would require more than traditional HR support. The next phase called for an executive-level HR leader—someone capable of building structure around rapid expansion, shaping culture at scale, and aligning talent strategy with the firm’s ambitious vision.
That need extended beyond the law firm itself. The founder also leads a consulting business helping other law firms optimize operations, making HR leadership a cornerstone of both ventures. The right hire, therefore, had to be both a strategic partner for the firm and a trusted advisor for its consulting clients.
This was the start of a retained executive search for a transformative leader.
What Needed to Change
The challenge wasn’t just finding someone with the right credentials—it was finding someone with the right balance and range. This leader needed to command executive presence inside the law firm, while also guiding other firms as a consultant. That required credibility, agility, and the ability to translate HR expertise into practical, business-minded solutions across different contexts.
Within the firm, the larger team brought a mix of strong, distinct personalities, so the candidate would need to be both steady and flexible, confident yet approachable. Outside the firm, they would need the finesse to navigate ambiguity and the technical depth to be regarded and respected by other law firm leaders. As one team member put it, “We need someone who can be firm but not off-putting. Someone who commands respect without making it a battle.”
How Brightwing Stepped In
From the outset, we knew this search would hinge on the intangibles—executive presence, emotional intelligence, and resilience. Brightwing’s Lead Executive Recruiter tapped into her network, worked referrals, and spoke with more than 75 HR professionals to find the right mix of strategy and chemistry.
One name kept coming up. She’d surfaced through both referrals and organic sourcing efforts—long before she and the Lead Executive Recruiter officially connected. When they finally met, the connection was immediate. The candidate brought calm confidence, the strategic vision the firm was looking for, and a grounded presence that would resonate with leadership.
She had multiple offers on the table, but after one extended conversation with the key stakeholders, the decision was clear. Mike Morse made the call himself: “We want to extend an offer.”
The Lasting Change
The candidate joined the firm as Chief People Officer. Within her first 90 days, she elevated HR’s visibility, introduced structure and strategy, and quickly earned trust across the law firm. Just as importantly, she stepped seamlessly into the consulting side of the business—guiding other law firms on their own HR and operational challenges.
Her impact has been transformational: strengthening the internal foundation of the Mike Morse Law Firm while also extending the firm’s influence and credibility with its consulting clients. The executive search that began as a response to HR pain points ultimately delivered a leader who is helping shape not just one organization, but many.
The Challenge
A global Tier 1 automotive supplier—spanning multiple business units and employing more than 10,000 people—engaged Brightwing to execute a confidential executive search for a pivotal VP of Sales role. The business was operating in a highly complex and fast-moving environment, and its ability to scale and compete hinged on identifying the right strategic leader.
Although the organization initially evaluated internal options, it became clear that the role required fresh, external expertise to meet the demands of their evolving commercial landscape. The challenge lay in conducting a discreet, outward-facing search—one that protected internal dynamics, avoided unnecessary disruption, and ensured the business could continue operating at full momentum. This wasn’t a routine vacancy to fill; it was a sensitive, high-stakes search requiring precision, confidentiality, and strategic alignment.
What Needed to Change
The challenge extended far beyond credentials. It involved aligning multiple senior stakeholders with differing priorities, managing the sensitivities of a confidential search, and identifying a leader prepared to operate effectively in a high-visibility, high-stakes environment.
This complexity was heightened by the shadow of the predecessor’s legacy. The successor would be measured against decades of trust and organizational knowledge, raising the bar for both technical and cultural credibility. In addition, the automotive industry’s tight-knit and reputation-sensitive leadership circles meant that every outreach required precision, discretion, and careful positioning. Cultural alignment was non-negotiable.
How Brightwing Stepped In
Brightwing employed a disciplined, targeted strategy. Through in-depth discovery sessions, we gained clarity on success metrics, organizational dynamics, and the leadership attributes critical to credibility within the C-suite.
Instead of casting a wide net, we narrowed our focus—prioritizing precision and quality over volume. Our Executive Search Team conducted targeted outreach to passive candidates within our extended leadership network, positioning the opportunity with a clearly articulated value proposition.
One finalist—a senior executive not actively seeking new opportunities—was identified through a trusted referral. Introduced to the company for the first time, our consultative approach and industry fluency built trust and engagement. Through a discreet, multi-step process, he advanced to become the unanimous choice of the executive team.
Only three candidates were submitted for this opportunity. All three were interviewed. Two advanced to the final rounds. One was ultimately selected with full alignment from the executive team.
The Lasting Change
What began as a previously stalled, sensitive executive search culminated in the appointment of a transformational leader. While the predecessor had anchored the role with deep institutional knowledge, the new executive brought a differentiated set of strengths: broader external experience, a fresh strategic lens, and the ability to scale initiatives across a global enterprise. The result was not a like-for-like replacement, but an evolution of the role to meet the company’s future needs.
The engagement set a new standard for executive hiring within the organization—demonstrating the value of precision, discretion, and disciplined process. Where a prior search firm had struggled, Brightwing delivered alignment, confidence, and results.
Since this engagement, Brightwing has partnered with the client on multiple senior and high-impact searches, including:
- Two finance leadership roles
- Specialized controls positions
- Manufacturing leadership
In one instance, Brightwing advised revisiting a “do-not-contact” candidate. By reframing the opportunity through the strength of our longstanding relationship, the candidate was successfully placed and is now regarded as a top performer by the CFO.
This engagement affirmed the value of retained executive search when the stakes are high and the margin for error is narrow. Success required alignment, discipline, and a partner willing to have the critical conversations necessary to deliver the right leader.
The Challenge
A Michigan-based manufacturer of robotic metal finishing solutions had HR responsibilities distributed among leadership. The CFO handled some HR functions, while the office manager oversaw others—but neither was willing (or equipped) to manage more sensitive responsibilities like disciplinary action, employee development plans, or training.
They had cycled through several HR professionals in the past, but none truly stuck. Unsure whether they needed a part-time, full-time, or fractional solution, they turned to Brightwing for guidance. What they did know was that existing HR gaps left them vulnerable. They needed clarity, structure, and an experienced HR partner who could stabilize their function and uncover issues the leadership team had not yet recognized.
What Needed to Change
Beyond the fractured structure, their challenge was clarity. No one owned HR in a strategic or consistent way, essential processes were being skipped or poorly executed, and managers were untrained. They were paying for top-tier tools like ADP but barely scratching the surface of its capabilities. After multiple short-lived hires in the role, trust in the function and in the hiring process had worn thin.
The real risk wasn’t just operational—it was cultural. Without the right HR leadership, teams were unprepared, under-supported, and vulnerable to inconsistency and liability.
How Brightwing Stepped In
Brightwing began by assessing the organization’s structure and immediate priorities. We identified the need for a steady HR presence with deep expertise—someone who could provide hands-on leadership without requiring a full-time hire.
Through our FlexHR consulting solution, we deployed an experienced HR consultant to stabilize and elevate the function. Her background made her stand out: seasoned HR leadership, deep fluency in ADP systems, and a collaborative, roll-up-your-sleeves style that aligned seamlessly with the team’s culture.
Once engaged, she didn’t just fill a gap—she rebuilt the foundation. She trained managers on conducting interviews and leading performance conversations. She sat in on hiring discussions. She maximized their investment in ADP by training the team to use it effectively. And she quickly became a trusted advisor to leadership.
The Lasting Change
The company gained a fully functioning, strategically driven HR operation—without the overhead of a full-time hire. Their Brightwing consultant became an integral part of the team, bringing consistency, process maturity, and renewed trust in HR.
The result: smoother processes, stronger managers, and a culture supported by structure rather than burdened by it. Brightwing’s consulting approach delivered the leadership and stability they needed, exactly when—and how—they needed it.
The Challenge
A multi-state law firm experiencing rapid growth was expanding its reach and adding new employees across several states. As the firm scaled, HR responsibilities remained lean and decentralized—leaving little time for proactive policy updates or state-by-state compliance reviews.
When Michigan introduced new requirements under the Earned Sick Time Act (ESTA), the firm recognized the need for experienced HR guidance to ensure alignment across its entire operation.
What Needed to Change
What started as an ESTA-specific project quickly uncovered a larger need. The firm’s rapid, multi-state growth had outpaced its HR infrastructure—policies still reflected Michigan law, and the challenge clearly extended beyond a single update.
The partners knew that ensuring compliance across multiple jurisdictions required more than a one-time fix. They needed a knowledgeable HR partner to help them review, realign, and future-proof their policies for continued growth.
How Brightwing Stepped In
Brightwing stepped in to provide HR consulting support through a seasoned consultant with deep multi-state compliance experience. Our consultant embedded seamlessly with the firm’s leadership to assess their current state, identify key gaps, and implement the necessary changes.
She began by auditing the existing handbook, mapping each policy to applicable state and federal laws, and rewriting content to accurately reflect the firm’s expanded footprint. The goal wasn’t just compliance—it was clarity, consistency, and a sustainable HR foundation that could support future growth.
Through this engagement, the firm gained access to expert-level HR consulting without the overhead of a full-time hire. Their consultant operated as a trusted advisor and an extension of their team, ensuring every update aligned with both legal requirements and the firm’s culture.
The Lasting Change
The result was a fully updated, compliant employee handbook that addressed ESTA requirements and harmonized policies across all states where the firm operates.
More importantly, the engagement gave the partners peace of mind—a reliable HR resource they can turn to for future guidance, confident that their people practices are as strong and forward-looking as the firm itself.
The Problem
The company’s existing recruitment efforts weren’t yielding results. High-level design engineering positions remained vacant, and their internal team lacked the resources and network to quickly secure experienced manufacturing talent. If they couldn’t staff their production teams soon, they risked delays, revenue loss, and operational inefficiencies.
How Brightwing Helped
Brightwing stepped in with a targeted recruitment strategy, leveraging our deep industry connections and proven hiring process. Within 90 days, we placed three senior design engineers, filling roles that had remained open for months. Seeing the results, the company then partnered with us exclusively to fill eight production roles on a contract-to-hire basis, minimizing hiring risk and ensuring the right fit. Additionally, we placed two managers on a direct-hire basis, strengthening their leadership team.
Results
The company successfully launched their second shift on schedule, with all hires still in place long after onboarding. They recognized the value of contract-to-hire, a strategy they had never used before, and saw significant cost savings and hiring efficiency by working with a single recruiting partner instead of juggling multiple agencies.
The Problem
The company’s contractor base was spread across multiple staffing agencies, creating inconsistent hiring results, frequent turnover, and talent shortages. Without reliable technical documentation, product launches were delayed, and sales processes suffered.
How Brightwing Helped
Instead of simply supplying contractors, Brightwing developed a structured system to manage their entire technical writing function. Our streamlined recruitment process ensured a constant flow of high-quality technical writers, guaranteeing that deadlines were met even during transitions or staff changes. If a contractor left, we had another ready to step in immediately.
Results
Over nine years, Brightwing helped the company establish a consistent and reliable talent pool, far exceeding their previous hiring efforts. Fifteen technical writers transitioned into full-time roles, strengthening the company’s internal talent pipeline. By eliminating talent gaps and workflow disruptions, the company achieved smoother product launches, improved documentation quality, and a stronger long-term hiring strategy.
Connect With a Talent Expert
"*" indicates required fields
