December 2025 — In an interview with Invest:, Rick Ferretti, founder and CEO of Ferretti Search, highlighted the firm’s 30% headcount growth following expansion into South Carolina and Ohio. Fintech and professional services remain key demand drivers, while Charlotte anchors the firm’s national footprint. “We consistently fill over 50% of roles,” Ferretti noted, attributing success to veteran talent, AI adoption, and a purpose-driven culture.
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What changes have shaped Ferretti Search this year?
A couple of things come to mind. We expanded our presence in South Carolina and the Midwest. These decisions were aligned with efforts to support our clients’ needs, which continue to grow outside of the Greater Charlotte area.
In addition, we’ve made a deliberate investment in our business development efforts. We recognize the economy has shifted over the past year or two, and we’ve taken a proactive and agile approach. If certain client segments have decreased or diminished hiring needs, we’ve shifted resources and focus on others with a stronger and more persistent demand in our focus markets. This approach ensures our continued relevance and success, regardless of economic headwinds.
Which industries are driving the most demand?
From our perspective, the strongest demand from our clients has been in fintech. Fintech continues to see double-digit growth, and we don’t expect that to slow anytime soon. Corporate services and professional services continue to be a core and defining part of our platform. We also continue to see consistent and robust demand within various markets in traditional technology, accounting and finance, and manufacturing and operations, especially in our Ohio and Charlotte offices. These areas have helped define our brand and allowed us to specialize in supporting our clients.
What makes Charlotte stand out?
Ferretti Search was built on the shoulders of the Charlotte market, and it continues to be a cornerstone of our success. It consistently ranks as one of the top cities in the country to live and work by offering cost-effective living and real career growth. Many companies have identified this market for future headquarters or expansion. Fifty percent of our client companies are international businesses that have chosen the Greater Charlotte area as a hub for their U.S. operations or a strategic expansion point. I’ve collaborated with business leaders, economic development and the chamber to successfully position Charlotte against competitors like Atlanta, winning over an overwhelming percentage of those opportunities.
It often comes down to cost of living, the strength of the talent pool, quality of higher education and the overall resources available. Charlotte offers a marketable salary and a clear path for expansion. As a leader, I endeavor to stay ahead of economic development trends, that way, we grow along with them. We’re seeing a continued influx of capital and talent from the Northeast and West Coast into this market. As our clients grow, we grow with them. It’s incredibly exciting to be an essential part of that journey, and even more rewarding to witness those companies thrive over time.
What are candidates looking for today?
Remote and hybrid positions are still of interest, but maybe not as dominant as people think. According to SHRM, only 17% to 18% of job seekers prioritize this. From our end, our clients request our support for remote positions in one out of every 30 positions. Most clients prefer to have talent on-site.
Hiring timelines have significantly extended, doubling from an average of two to four weeks to four to eight weeks. This shift reflects a more calculated approach from clients, who are now prioritizing long-term planning in their recruitment strategies. Candidates are also evolving their priorities. Beyond salary and job title, they are increasingly seeking purpose-driven organizations that align with their personal and professional aspirations. This includes a demand for growth opportunities, training programs, and a strong cultural fit within the workplace.
How has the economy influenced hiring this year?
Heading into Q4, most recruiting and staffing firms like ours will see a slowdown in direct hire and executive search roles. That’s partly because many C-suite positions are tied to annual bonuses, so people aren’t looking to make a move right now. But what we do see is a spike in contract and staffing needs.
Many companies are hiring now in anticipation of headcount growth in 2026. In Q1, we filled 80% direct hire and 20% contract. Now in Q3, it’s flipped; 60% of the roles we’re filling are contract. So that’s tripled in just six months. Top talent is still out there, but they’re not just looking for a job; they want a purpose. They want to know the “why.” It’s not just about whether they have the skillset, but whether the company offers the right training, culture, and long-term value.
How is Ferretti Search investing in the development of its internal team?
The average recruiting firm fills about 20% of its roles. We consistently fill over 50%. A lot of that success comes down to our internal team. We hire veterans in the industry, people with eight to 15 years of experience. When we hire someone who is newer in their career, I personally, along with our experienced team, provide hands-on training over a 12-month period. This industry is hard to navigate without guidance, so we make that investment up front to ensure long-term success. I am a strong believer that “every day is a school day” – there is always more to learn, especially in a changing market and environment.
In what ways are you leveraging technology, including AI, to improve operations?
Right now, AI makes up about 30% of our overall tech usage, and that number has grown. Several of our existing platforms have added AI technology, and we’ve embraced it. With AI and analytics, we can move much faster in identifying talent, and we can also be more transparent.
I believe the human element will always be essential to the best recruiting process; judgment is needed to make sure the candidate, their skillset, and what the client is looking for, are aligned. But when we start a search, we’re often reviewing thousands of resumes. AI helps us move through that initial phase more efficiently. From the candidate side, the experience is digital-first now. They appreciate being able to push out resumes quickly. But for us, high-touch still matters. That personal connection is key to success and building long-term relationships.
What drives your continued commitment to Charlotte and its business community?
I’ve always had a lot of passion and dedication to this market. Staying involved with local organizations gives our team visibility and allows us to provide insights on talent trends. We’re constantly partnering with local organizations and companies that help identify strong candidates who are in transition. I’m always grateful when they think of us. Referrals in the recruiting industry are key. It gives us a chance to build relationships, make connections, and always be next. Some of those candidates end up becoming long-term clients. It’s a cycle that plays out over time. Sometimes it’s a referral this year, sometimes it’s a placed candidate three years from now.
Either way, we stay engaged and open. Whether companies partner with us or not, we want to be a resource and offer support in our efforts to share information and create value in everything we do. That helps us brand the company, highlight our capabilities, and showcase what we bring to the table. We’ll continue following the cranes in the sky and supporting the companies moving to Charlotte. I’ve been here 31 years, and I’m not going anywhere. There’s a lot more success to come.
What are your top priorities moving forward?
We’ll continue expanding across the Southeast and targeting high-growth sectors. We’re always looking for top talent who want to partner with us and grow within our model. We’re also constantly re-evaluating our technology; we use nine different platforms today, and that typically changes every year or two. Beyond that, we’re committed to maintaining a talent-centric culture for our clients and internally. It’s not just about finding the right skillset. It’s about finding the right people. That’s what drives our high placement success rate. It takes a gifted team to do that well.
Want more? Read the Invest: Charlotte report.
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