We offer flexible staffing models to meet your project timelines. This includes direct-hire (permanent) placement, short- or long-term contract staffing, and contract-to-hire arrangements where you can evaluate an engineer’s fit before extending a full-time offer. [1, 2]

We combine active candidate searches with proactive headhunting of passive talent who are currently employed. Our vetting process includes technical competency checks, portfolio/project review, soft-skill evaluation, and verifying credentials, licenses, or specialized software proficiencies. [1]

Contingency Search: You only pay a placement fee if you hire a candidate we introduce. This model works best for standard or mid-level engineering openings. Retained Search: We work on an exclusive, dedicated basis with upfront retainers. This model is typically reserved for executive-level, highly confidential, or hard-to-fill leadership searches.
We call our in-house method : the Container because it is a combination of contengency and Retainer methods.

No. Our services are 100% free for job-seeking engineers. Employers and corporate clients pay our fees to source, screen, and deliver top engineering talent. [1].

We stand behind our placements with a standard guarantee period (such as 30 to 90 days, or extended warranties depending on the agreement). If the candidate leaves or does not meet performance expectations within that window, we will work to find a replacement candidate at little to no additional cost.

Most clients receive their initial curated shortlist of pre-vetted engineering candidates within 1 to 2 weeks of launching a search. The full lifecycle from kickoff to a signed offer generally averages around 3 to 4 weeks, depending on interview availability..

For direct-hire placements, fees are typically structured as a percentage of the candidate’s first-year base salary. Contract staffing rates are billed as an hourly or daily markup that covers the engineer’s wages, payroll taxes, insurance, and our administrative support.