When the role is too important for a resume blast, we run a focused, consultative search with the same vetting discipline that drives our 3:1 hire ratio on the contract side.
Start a SearchMost staffing firms treat direct hire as an afterthought — a contingency fee they chase on the side. We treat it as a full search engagement. Same senior recruiters. Same technical screening. Same culture-fit assessment. The only difference is the employment relationship.
15 years of building talent networks in technology markets means we know who's available, who's movable, and who's actually good.
We don't just take a job description. We learn your team, your leadership style, and what "great" looks like in your specific context.
Our 3:1 submittal-to-hire ratio means we're not wasting your time with volume plays. Three candidates. One hire. That's the standard.
VP of Engineering
Engineering Directors
Engineering Managers
Technical Architects
Senior Software Engineers
Data Engineers
DevOps/Platform Engineers
QA Leads
Product Managers
Program Directors
Business Analysts
CFOs
General Counsel
Finance Directors
Sales Leaders
Step 1
We meet with the hiring manager and stakeholders to understand the role, team dynamics, compensation framework, and what success looks like at 90 days and 12 months.
Step 2
We source through our proprietary network, direct outreach, and market mapping. No job board blasts. Every candidate is individually identified, approached, and vetted.
Step 3
We present a shortlist — typically 3 to 5 candidates — with detailed profiles, our assessment notes, and interview recommendations. We stay involved through the offer and acceptance process.
Many of our direct hires start as contract engagements. It's a lower-risk way to evaluate fit, work style, and cultural alignment before making a permanent commitment. We build clean conversion terms into every contract so the transition is seamless.
Both. For senior leadership and critical roles, we offer retained search with dedicated resources and a structured timeline. For most individual contributor roles, we work on a contingent basis with the same vetting rigor.
Our fees are competitive and transparent. We'll walk you through our pricing on a discovery call — it varies based on role level and search type (retained vs. contingent). No hidden markups.
Yes. Many of our placements start as contracts and convert to permanent. We build fair, clear conversion terms into every contract engagement.
Most searches produce a qualified shortlist within 2–3 weeks. Total time to accepted offer is typically 4–6 weeks, depending on your interview process and candidate availability.
Let's find the right person — not just the available one.
Start a SearchOr call us directly — 801.590.0500