Sponsored By:
Monk Tree Partners is a specialized recruiting agency focused on the housewares and tabletop industry. The Philadelphia-based agency connects talent — ranging from entry-level professionals to senior and executive leaders in sales, marketing, product development and operations — with companies nationwide.
Monk Tree Partners (MTP) serves key U.S. markets, such as New York, New Jersey, Chicago, Seattle and Los Angeles, while also helping international manufacturers establish and grow their presence in the United States.
Monk Tree Partners was founded in 2023 by David Muench and Grant Nussbaum, who combined have more than 35 years of experience in the housewares, tabletop and recruiting sectors.
“We emphasize the human element in recruiting, treating candidates and clients with the respect and transparency we would expect ourselves,” Muench said. “Our approach ensures that placements are mutually beneficial, aligning the ambitions and goals of both parties.”
“David and I established Monk Tree Partners to modernize the recruiting process, moving away from outdated, transactional methods,” Nussbaum added. “We believe that recruiting should be a collaborative and respectful process, not a high-pressure sales pitch.”
In the following interview, sponsored by Monk Tree Partners, Muench and Nussbaum share their thoughts on connecting executive candidates and employers in today’s volatile, demanding and fast-evolving home and housewares business.
Tell us about your backgrounds.
Muench: My career began with Eureka Floor Care in 1994, and I have held senior leadership roles at companies such as Groupe SEB, Bulova, Gessner Products, Zenith Home, Godinger Silver & Crystal, Hampton Forge and Haan. Unlike many recruiters, I have actually worked in the space we recruit for; this gives us an inside advantage in the market.
Nussbaum: I began my career in early 2019 with a large international recruiting agency working in the technology space, then moved on to a smaller agency where I met David. After that, I took a role with a startup based in San Francisco, selling recruiting automation software to midsize and enterprise recruiting agencies.
What are the biggest challenges/opportunities with executive recruiting in today’s home and housewares business?
Muench: One of the biggest challenges — and opportunities — in the hiring process is time management. Candidates often perceive the process length as a reflection of a company’s decision-making abilities and overall culture. A slow process can signal indecisiveness and negatively impact a company’s reputation among potential hires.
On the other hand, employers want to make well-informed hiring decisions, ensuring they bring the right talent onto their team. Clear and timely communication is critical throughout this process. Companies that take too long to make decisions risk losing top candidates, especially in today’s fast-moving, candidate-driven market. Many of the individuals we engage with are passive candidates — not actively job-seeking but open to exploring new opportunities. Once they enter the job market, they often find themselves in multiple hiring processes simultaneously. Delays in decision-making can result in missed opportunities to secure the best talent.
Nussbaum: Another key hiring challenge is balancing in-office and hybrid work environments. Employers and employees often have differing perspectives on this, making it essential to navigate these discussions carefully. Companies that prioritize work-life balance increasingly offer hybrid models as a competitive advantage, recognizing the value it brings to employee satisfaction and retention.
How have the demands and needs of today’s companies changed, and how is that directing what they are looking for in executive leadership?
Nussbaum: Today’s companies face evolving demands driven by technology, economic shifts and workforce changes, shaping their executive leadership needs. In the housewares industry, proactive, experienced leadership is essential to navigate industry challenges effectively.
Muench: Businesses seek executives who can lead digital transformation, manage crises with agility, and foster strong workplace cultures. Expertise in sustainability, ESG (Environmental, Social, Governance) and DEI (Diversity, Equity, Inclusion) is increasingly valued, alongside global market experience. With economic uncertainty, leaders with financial and operational efficiency skills are critical for sustainable growth.
David Muench
What makes for an effective recruitment service in today’s executive search and job climate?
Nussbaum: Transparency is at the core of everything we do, both with our clients and candidates. For our clients, our goal is to ensure they make the right hiring decisions by thoroughly understanding the role’s requirements and its impact on the overall business. We take a diligent approach, considering how the position integrates across departments and interacts with customers. This allows us to align the right talent with the company’s long-term objectives.
Muench: With candidates, our primary focus is identifying the next logical step in their careers. We take the time to walk through their entire background, uncovering their motivations for seeking a new opportunity. By understanding their goals, salary expectations and desired benefits, we can effectively match them with the right company. If we have an immediate opportunity that fits, we move them into the process. If not, we proactively market their experience to relevant companies or keep them in mind for upcoming hiring needs from both current and prospective clients.
What is Monk Tree’s business model and philosophy when it comes to executive placement and aligning candidates and employers for optimum success?
Muench: At MTP, we prioritize the human element in the recruiting process — something that’s often overlooked. We see ourselves as connectors, not just recruiters. Our role is to educate and prepare candidates, giving them the tools to succeed, but ultimately, they do the heavy lifting and make the final decisions about their careers.
Our focus spans all levels of sales, marketing and operations, allowing us to build a strong network of top talent. This proactive approach enables us to present candidates to our clients before they even post a job listing, thus helping them secure the best talent before the competition.
Nussbaum: While automation tools and AI-driven recruitment solutions have streamlined the hiring process, we’ve found that they often make candidates feel like just another cog in the machine. Having worked with one such platform, I recognize its value, but nothing replaces the personal connection of a real conversation. At the end of the day, success in recruiting comes down to treating people the way you’d want to be treated — by picking up the phone, listening, and having honest, meaningful conversations.
What else makes Monk Tree different?
Muench: We take the time to understand our clients and candidates — their mindset, culture, goals and ambitions. There’s no pressure, no persuasion — just real conversations to ensure the opportunity aligns with their long-term goals. This is what sets MTP apart from transactional recruiters. At the core of everything we do is transparency and trust.
How has Monk Tree Partners adapted to the needs of today’s executive ranks?
Nussbaum: The workplace landscape is constantly evolving, especially in the post-pandemic world, where work/life balance and company culture have become top priorities. Our goal is to connect companies with candidates who share similar mindsets, ensuring long-term success for both parties.
To stay ahead, we’ve embraced technology, leveraging multiple search tools to uncover hidden talent and increase our time to fill. Our automated candidate tracking system helps us collect data and monitor progress, while additional tech tools keep us focused and efficient. By combining innovation with a people-first approach, we streamline the hiring process without losing the personal touch that makes a difference.
Grant Nussbaum
How important is developing relationships and retaining a personal connection, and how do you balance that with efficiencies created by new technology?
Muench: Relationships are the foundation of success — not just in recruiting, but in any business. This ties back to our core philosophy: prioritizing the human element and treating people the way we would want to be treated.
When delivering difficult news, we take a personal approach. Instead of sending a generic rejection email, we make an effort to communicate with candidates in a way that reassures them we’re still in their corner, working to find the right opportunity. Our goal is to be a lasting resource, not just a one-time recruiter.
Nussbaum: With our clients, maintaining strong relationships means prioritizing face-to-face interactions whenever possible. We also make it a point to meet in person at industry trade shows and events, such as the Tabletop Show in NYC and the International Housewares Association (IHA) Inspired Home Show in Chicago. Additionally, our continued sponsorship of IHA’s CHESS industry leader conference demonstrates our commitment to the industry and to fostering long-term partnerships.
How do you see the needs of employers and executive job candidates evolving?
Nussbaum: The expectations of both employers and executive job candidates are shifting rapidly due to technological advancements, workplace transformations, and economic fluctuations. Companies are seeking forward-thinking leaders who can drive innovation, digital transformation, and data-driven decision-making — while also excelling in hybrid leadership, DEI and ESG initiatives.
Muench: At the same time, executives are prioritizing roles that offer purpose, flexibility, competitive compensation and career growth, especially in times of economic uncertainty. To attract top talent, organizations must align leadership opportunities with these evolving expectations, fostering executives who are adaptable, innovative and deeply connected to company culture.
What’s next for Monk Tree?
Nussbaum: Ultimately, recruiting is an investment, and our clients deserve the best possible return. We continue to expand our client base by increasing our presence at trade shows, strengthening relationships through in-person meetings and growing into complementary industries, such as outdoor goods and food service.
Muench: As we grow, our goal is to build a team of recruiters with deep ties to the housewares industry, professionals who understand the market, the roles and the unique needs of clients and candidates. Real-world experience matters, and we believe it makes all the difference in delivering exceptional results.
For more information about Monk Tree Partners, visit https://www.monktreepartners.com.
