Since 1976,

Hedlin Ag Enterprises has specialized in retained executive search for agribusinesses and agricultural associations throughout the United States. Why has it endured since founded by Larry Hedlin? It’s our philosophy and dedication to strive to be the best, not the biggest.


Our Process

When conducting a retained executive search, there is really no room for shortcuts.  A structured search process provides the foundation for face-to-face interactions with clients and candidates, providing the greatest opportunity for a successful outcome.  Below is the time-tested process you can come to expect from Hedlin Ag.


1. Initial Search Meeting: Whether you’re a member of a Board of Directors, a company owner or an individual hiring manager, this is a critical step in the process. We want to know you, your culture, your challenges and objectives. We need to know exactly what the expectations are of the new executive. We create a candidate profile with you. Before the search begins, you will have a final opportunity to review and give a final blessing” to the search direction.

2. Candidate Identification: We go to work to identify potential candidates for the position. This encompasses good old-fashioned cold-calling to utilizing social media (when appropriate), not to mention our existing database of candidates. The key here is to protect the confidentiality of interested potential candidates as oftentimes, the best candidates are gainfully employed.

3. Candidate Evaluation: We “hit the road” and conduct face-to-face interviews with the candidates that best fit the criteria established for the position. We delve more deeply into their professional qualifications and motivations as well as personal situations. The candidates that rise to the top in these interviews will be presented to the client for their evaluation.


4. Background and Reference Checks: Candidates that are interviewed by our clients have will have background and reference checks completed. We personally speak with references to gain insight on candidates that may not be expressed in a personal interview.