Direct-hire placement
We source, screen, and present candidates for your full-time roles. Six-month replacement guarantee included.
Services / IT Staffing & Workforce
Engineers we'd hire ourselves, available for your team.
We staff the way we wish other firms staffed us — pre-vetted, technically interviewed, culturally pre-screened, and matched to a real role. No "submit fifty résumés and hope."
3,400+
Technologists in our network
8 days
Median time-to-shortlist
76%
First-interview-to-offer rate
0
Subcontracted recruiters
What it is
The work, plainly described.
IT Staffing & Workforce is our consulting arm's sister practice. The same engineers who run our delivery work also help screen our staffing candidates. The result is a roster of US-based and US-billable technologists you can drop into your team within days, not months — vetted for skill, communication, and the soft engineering judgment that's impossible to fake on a résumé.
Where it fits
- Senior contract rolesTech leads, principal engineers, staff data scientists, security architects. Six to twelve month engagements.
- Burst capacityYou have a launch in 90 days and need three more engineers. We have them on retainer.
- Hard-to-fill specializationsML platform, embedded systems, data engineering, FedRAMP-cleared, life-sciences-domain. We have networks most agencies don't.
- Backfill & gap coverageYour tech lead just gave notice. We'll have a senior bridge engineer in your standup within two weeks.
Capabilities
What we'll actually do.
Each of these is a deliverable category, not a buzzword bullet. We scope, build, and stay accountable for each one.
Contract & contract-to-hire
Drop-in technologists on our W-2 or 1099 — you bill flat rate, we handle compliance, immigration, and benefits.
Specialized practices
ML/AI, security, data engineering, mobile, Salesforce, embedded — practice-led talent pools rather than generalist Rolodex.
Embedded squads
When you need 4-8 engineers in one team, we ship a pre-formed squad with a tech lead, not a list of individuals.
Compliance & immigration
H-1B, OPT, EB-5, AC21 portability, I-9 reverification — handled by our in-house immigration team, not a vendor.
Workforce analytics
Pulse Forecast (our forecasting product) helps you plan supply, demand, and burn by skill family — not just headcount.
Process
How an engagement actually runs.
No mystery, no shifting goalposts. Five phases with measurable outcomes per phase.
Intake
We meet with your hiring manager and the team. We'd rather understand the team dynamic than just ingest a JD.
Sourcing & screening
Pre-qualified candidates from our network or fresh sourcing. We technically interview before you see anyone.
Shortlist
Three to five candidates with our notes and a recommended order. You decide the interview loop.
Engagement & onboarding
Offer mechanics, equipment, accounts, and a 30-day check-in to make sure the placement is going well for both sides.
Continuous support
Quarterly check-ins, performance feedback both ways, and a real conversation when an engagement isn't working.
Why us
Three things you should know.
Engineers screen engineers
Every shortlisted candidate has been technically interviewed by a senior engineer. We don't outsource the bar.
US-based, US-billable
Our staffing roster is US-residents and US-work-authorized. We can do blended onshore/offshore on request, with full disclosure.
We replace at our cost, not yours
If a placement isn't working in the first 90 days, we replace at no cost. We'd rather take the loss than have you stuck.
Frequently asked
The questions everyone asks.
How does pricing work?
Direct-hire placements are typically 18-22% of first-year salary. Contract engagements are flat hourly rates with no markup games.
What about visa sponsorship?
We sponsor H-1B, OPT, and other work authorization classes through our in-house immigration team. We're experienced with AC21 portability and tricky transfer cases.
Do you do offshore staffing?
We can build blended teams with offshore partners we've vetted, but our default delivery is US-based and US-billable.
How do you handle background checks?
We coordinate with your HR vendor or run our own through Sterling/Checkr. We've done public-trust and FedRAMP-aligned checks for cleared roles.
What if a placement doesn't work out?
First 90 days: we replace at our cost. Beyond 90 days: we do a structured exit and stand up a search for the replacement at preferred terms.