Founder-led recruiting for engineering, operations, field service, and manufacturing roles. I find the technical people who aren't answering job posts, reach them directly, and bring you the ones worth interviewing.
I map 150–300 qualified candidates, reach them directly, and turn the best fits into interviews. Not another pile of resumes from LinkedIn, Glassdoor, and Indeed — a focused search that becomes conversations with the people you actually want to hire.
We get clear on the role before any outreach starts — the actual work, required skills, ideal background, location, compensation range, timeline, and what would make someone a strong fit. The goal is to avoid a broad search and define exactly what the right person looks like.
I build a targeted list of 150–300 relevant candidates based on the role — the right titles, company backgrounds, industry experience, seniority, location, and technical fit. This is where the search becomes focused instead of relying on whoever happens to apply.
I contact qualified candidates through targeted email, LinkedIn, and phone when appropriate — to start conversations with people who may not be actively looking but could be open to the right opportunity.
Interested candidates are screened before they reach your team — experience, motivation, compensation expectations, location, availability, communication, and whether the opportunity actually makes sense for them.
When someone looks worth speaking with, I send you a clear candidate summary: resume, background notes, compensation expectations, availability, and why the person may be a fit.
Fewer weak resumes, better hiring conversations — all the work done for you.
Don't see your role listed? If it requires technical understanding or hands-on ability, I can likely help — let's talk.
I've held the roles I now recruit for, so I can tell the difference between someone who lists the skills and someone who can actually do the work.
I've watched technical hires drag on for months because online applicants rarely had the real experience. That's why I started this — to find the right few people, not more applicants.
Success-fee basis — you only pay when you hire a candidate I introduce. No retainers, no upfront cost to start the search.
Of the candidate's first-year base salary.
Example: If the hired candidate's first-year base salary is $100,000 and the placement fee is 20%, the fee would be $20,000.
Payment is due after the candidate starts. Replacement terms can be agreed before the search begins.
Let's talk about the role, the ideal candidate profile, and how the search would run.
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