1
Intake
Day 1
We meet your hiring manager and the team, to understand how the team works, beyond the job description.
Engineers we’d hire ourselves, available for your team.
We staff the way we’d want to be staffed: every candidate is pre-vetted, technically interviewed, screened for team fit and matched to a real role. We don’t send fifty résumés and hope.
How our staffing practice works.
IT Staffing & Workforce is the sister practice to our consulting work. The same engineers who run our delivery work also help screen our staffing candidates.
A roster of US-based, US-billable technologists ready to join your team, vetted for skill, communication, and the engineering judgment a résumé can’t show.
Where it fits
Senior contract roles
Tech leads, principal engineers, staff data scientists, security architects, for engagements of any length.
Burst capacity
A launch is coming and you need more engineers. We work to find the right people as quickly as the market allows.
Hard-to-fill specializations
ML platform, embedded systems, data engineering, FedRAMP-cleared, life-sciences domain.
Backfill & gap coverage
Your tech lead just gave notice. We look for a senior engineer to bridge the gap as soon as we can.
What we deliver.
Each area below is a scoped deliverable. We plan it, build it and stay accountable for the result.
Direct-hire placement
We source, screen and present candidates for your full-time roles, and stay involved after they start.
Contract & contract-to-hire
Drop-in technologists on our W-2 or 1099. You pay a flat rate; we handle compliance and benefits.
Specialized practices
ML/AI, security, data engineering, mobile, Salesforce, embedded: talent pools led by our practices rather than a generalist contact list.
Embedded squads
When you need 4–8 engineers in one team, we provide a pre-formed squad with a tech lead rather than a list of individuals.
Compliance & onboarding
Contracts, onboarding documents and US billing compliance, handled for every placement.
Workforce analytics
Pulse Forecast, our forecasting product, plans supply, demand and burn by skill family, not just headcount.
How an engagement runs.
Five phases, each with a measurable outcome, so you always know where the work stands.
How we staff your team.
Engineers screen engineers
Every shortlisted candidate has been technically interviewed by a senior engineer. We don’t outsource that step.
US-based, US-billable
Our roster is US-resident and US work-authorized.
We stay with it after the start date
If a placement isn’t the right fit, tell us. We talk it through with both sides and start a replacement search where needed.
Frequently asked questions.
Have a question we haven’t covered? A 30-minute call with a tech lead can answer it.
Ask us directlyHow does pricing work?
Direct-hire placements are priced as a fee agreed up front. Contract engagements use flat hourly rates with no hidden markups. We share the details during scoping.
Do you do offshore staffing?
No. Our staffing is for the US market, so the engineers we place are US-based. For project delivery, our US team works together with our offshore team in India.
How do you handle background checks?
We coordinate with your HR vendor or run our own through Sterling/Checkr, including public-trust and FedRAMP-aligned checks for cleared roles.
What if a placement doesn’t work out?
Tell us early. We talk it through with you and the engineer, and if it still isn’t right, we start a replacement search. Timing depends on the profile and the market, so we agree the plan with you.
Let’s talk about your project.
Tell us about your team, your stack and the problem you want solved. We’ll come back with how we would approach it.
Response time
Within one business day
Prefer a call?
Headquarters
Charlotte, North Carolina
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