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.

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 for: Cleared 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.

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 for: Startups 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

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 for: Founders 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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