For clients
We combine targeted headhunting with data-driven search. That includes our proprietary candidate network, direct outreach to passive engineers, referrals from practicing SMEs, talent mapping by company and tech stack, and precision search across platforms like LinkedIn, GitHub, Stack Overflow, and relevant professional associations. We also attend technical meetups and conferences to build bench strength ahead of demand.
Mechanical, electrical, civil, structural, industrial, manufacturing, process, quality, reliability, controls and automation, embedded/firmware, hardware, robotics, test, and systems. We also fill adjacent roles such as EHS, maintenance, field service, project and program management, plant leadership, construction management, and VP/CTO/Chief Engineer.
You will see a qualified short list in 5 to 10 business days for most roles. Typical time to hire is 30 to 45 days; senior leadership and niche searches often run 60 to 90 days. We agree on a timeline at kickoff and report weekly against it.
Engineer-to-engineer conversations, not keyword matching. Every search uses a role-specific scorecard, structured technical screens led by SMEs, and market calibration in week one so you can see real candidates and real compensation data before you commit. Our process is transparent, metrics-driven, and built to reduce rework.
We start with a discovery session to capture values, leadership style, decision speed, onsite vs. hybrid expectations, and team rituals. Candidates are assessed with behavioral interviewing tied to your competencies, work-sample or case exercises that mirror your environment, and backchannel references aligned to the scorecard.
We offer contingency and retained options. Contingency is a percentage of first-year base compensation, typically in the 20–25% range. Retained and executive searches use milestone-based fees with a lower success balance at the end. Contract staffing is billed hourly with a clear breakdown of pay rate and burden. All terms are defined in a simple SOW.
Yes. We include a written replacement guarantee on direct-hire placements, commonly 120 days, with extended tiers available for leadership roles. Contract placements carry a satisfaction guarantee with fast replacement at no additional markup.
Ongoing SME involvement, continuous training, and active participation in communities like IEEE, ASME, SME, and ISA. We track standards updates, in-demand toolchains, and compensation trends, then fold those insights into our screening rubrics and market reports for clients.
Yes. We run cross-border searches and coordinate work authorization, relocation, and credential verification in partnership with immigration counsel when needed. We also validate licensure pathways and regional standards so onboarding is smooth.
We use NDAs, code-name projects, and tightly controlled outreach lists. Materials are anonymized until mutual interest is confirmed, references are conducted discreetly and late in process, and we route all communications through a single secure channel. Only stakeholders you designate are briefed.
For candidates
Yes. There is no cost to candidates. Our fees are paid by the hiring company.
Roles span mechanical, electrical, civil, structural, industrial, manufacturing, process/chemical, quality, reliability, controls/automation, robotics, test, firmware/embedded, hardware, systems, project engineering, and engineering leadership (manager through VP/CTO). We support direct-hire, contract, and contract-to-hire.
Tailor your resume to the job, highlight measurable outcomes, and list tools, standards, and certifications (e.g., SolidWorks, PLCs, ASME, ISO, PE/P.Eng.). Add links to a portfolio, GitHub, or patents. Share target locations and work preferences with your recruiter, and be responsive to scheduling.
Absolutely. We confirm receipt, brief you before each interview, and provide timely updates after client feedback. You’ll have a single point of contact throughout.
Yes. We provide resume feedback, interview coaching, and compensation benchmarking for candidates we represent. If you need deeper help, we can refer you to trusted career coaches.
We never share your resume with a client without your consent. Data is stored in a secure ATS, access is limited to your recruiting team, and confidential searches use anonymized profiles until mutual interest is confirmed.
Yes. In our intake call we capture your preferences on industry, company size, tech stack, shift/onsite expectations, compensation, and relocation. We only present roles that align with what you approve.
Most processes include a recruiter screen, hiring-manager call, a technical or case exercise, and panel or onsite rounds. We prepare you for each step, including what competencies the client will assess and who you’ll meet.
Yes. We share market data early, align on your target range, and negotiate on your behalf for base, bonus, equity, and benefits. We also discuss relocation, visa, and start-date considerations.
It depends on your niche and market timing. Actively represented candidates usually hear from us weekly; you can also opt into real-time alerts for roles that match your criteria.