Our Services

Different problems require different engagements.

We offer a focused set of services because recruiting challenges are not one-size-fits-all. Whether you need a single critical hire or an entire talent function built from scratch, we structure the engagement around the outcome — not around billing hours.

Lead service

Retained Search

For roles where a mis-hire is not an option. We own the search end to end — from building the market map and defining the candidate scorecard to managing every stage of outreach, evaluation, and offer negotiation. Retained engagements are our highest-touch service: fully dedicated bandwidth, weekly progress reporting, and a commitment to fill the role.

Best forCleared and defense engineering leads, AI-native specialists, senior technical leadership, confidential replacements, and any position where the talent pool is small and the stakes are high.

For scaling teams

Embedded Recruiting

We integrate directly into your team for a defined engagement period. We attend your standups, work inside your ATS and Slack, run intake sessions with your hiring managers, and operate as a seamless extension of your internal recruiting function — without the overhead of a full-time hire.

Best forStartups scaling rapidly after a funding round, companies without an internal recruiting team, or any organization facing a surge in hiring volume that their current team cannot absorb.

What’s included

  • Dedicated sourcing and screening aligned to your technical stack
  • Intake and calibration sessions with every hiring manager
  • Pipeline management inside your existing tools
  • Weekly reporting on pipeline health, conversion rates, and market feedback
  • Offer strategy and negotiation support

For leadership

Strategic Advising

Not every hiring problem is solved by adding a recruiter. Sometimes the problem is the process itself — the interviews are too slow, the offers are uncompetitive, or the employer brand isn’t reaching the right people. We advise leadership on the structural and strategic dimensions of talent acquisition: compensation architecture, interview design, employer positioning, and organizational planning for teams in transition.

Best forFounders losing candidates and unsure why, HR teams seeking an outside perspective, and leadership navigating AI-driven workforce restructuring.

Not sure which engagement fits? Let’s talk.

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