Our recruiting team brings technical background, enabling deeper evaluation and stronger long-term alignment. Technical and corporate roles — placed against operational fit, not keyword match.
We hire the way we wish every search would be run — surgically, deliberately, by any means necessary.
The permanent hire that doesn’t work out costs more than every other workforce decision combined. Lost productivity. Replacement cost. Cultural impact. Opportunity cost while the seat sits empty again. And yet most direct hire processes are run the same way they were run twenty years ago — job board posting, generic applicant filtering, three interview loops, and a hire that hopes to be right.
We hire differently. Our recruiters have technical backgrounds, which means they can evaluate architecture depth, operational fit, and cultural alignment from first conversation. We hunt, post, network, and activate our bench — by any means necessary to surface the right operator. In-house technical vetting means every candidate submitted is a candidate we’d hire ourselves.
Talent guarantees, pricing transparency, and VMS integration without long-term contracts. Direct hire done the way leadership teams actually need it run.
CTO, CIO, VP, and director-level placements. Executive search run by recruiters who understand the technical context the role will operate in.
Solution architects, principal engineers, cloud architects, security architects, storage architects, and other senior technical roles requiring architectural depth.
Hunt. Post. Network. Activate the bench. The method is whatever surfaces the right practitioner — the match is what matters.
Every candidate evaluated technically before submission. Architecture experience, operational depth, and cultural fit assessed by recruiters who can tell the difference.
Candidates are treated like peers, not applicants. Transparent process, fast feedback, and respectful decline when there isn’t a fit. Talent remembers how you treat them.
Talent guarantees, pricing transparency, and VMS integration — without long-term contract lock-in. Structured accountability for the placement outcome.
Direct-hire searches driven by operational context and relationship — hunt, post, network, bench. By any means necessary to find the right practitioner for the work that needs owning.
Role defined beyond the job description. Technical environment, team dynamics, cultural context, and success criteria understood before sourcing begins.
Hunt. Post. Network. Activate the bench. By any means necessary to surface the right operator — because the match matters more than the method.
Technical, operational, and cultural evaluation. Every candidate submitted is a candidate we’d hire ourselves. No keyword-match-only submissions.
Offer structured. Negotiation supported. Onboarding coordinated. Talent guarantee in place. We stay engaged through the placement’s first 90 days.
Most direct hire processes submit the first five resumes that clear a keyword filter. We submit only candidates we’d hire ourselves — which means fewer submissions, better fits, and less of the hiring manager’s time spent on candidates who shouldn’t have made it to the interview stage.
Talent guarantees, pricing transparency, and VMS-without-lock-in are structural commitments — not sales talk.
A 30-minute consultation with a senior talent practitioner. We’ll walk through the role, the success criteria, and how we’d hunt for the right operator.
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