Volume without vetting
Six vendors send you forty resumes for one role. Nobody spoke to most of those people. Your engineers burn a week on screening calls that go nowhere.
For employers
Three good candidates
Three good candidates
beat thirty maybes
You do not have a sourcing problem. You have a screening problem — too many resumes, not enough signal. That is the part we take off your desk.
Why this is broken
What you are probably dealing with now
Rates that move
The rate agreed at submission is not the rate on the invoice. Or the consultant discovers their pay rate is half the bill rate and leaves in month three.
The vanishing recruiter
Great attention until the placement starts, then nothing. No check-in, no early warning when the consultant is unhappy — just a resignation email.
Our client process
What we do instead
Same sequence on every requirement, whether it is one role or ten.
1
Intake call — 30 minutes
We want the hiring manager, not just the job description. What does success look like at 90 days? Which requirements are real and which are wish-list? What is the actual approved budget? We write it up and send it back for confirmation, so we are not guessing.
2
Honest feasibility read
If the rate does not match the market, or the requirement list has no one in it, you hear that on the intake call — not three weeks later. Sometimes the fix is the budget, sometimes it is dropping a nice-to-have. Either way you find out immediately.
3
Source, screen, validate
Network first, market second. Every candidate gets a live conversation and a role-relevant skills screen. We confirm rate expectation, availability date and work authorization before anyone is submitted — no “let me check with them.”
4
A short slate with written notes
Three to five candidates. Each with a fit summary that says what is strong, what is thin, and what we would probe in the interview. Usually within 48 hours of intake for mainstream roles.
5
Interview coordination & offer
We schedule, prep both sides, and collect feedback within one business day of every round. Rate and offer negotiation runs through us, so your hiring manager never has an awkward money conversation with someone they will be working with.
6
Onboarding and ongoing check-ins
Background check, drug screen, I-9 and E-Verify, insurance certificates and equipment logistics all closed out before day one. Then we check in at week one, month one and quarterly — with your manager and with the consultant separately.
Our commitments
Written into the agreement
These are not sales promises. They are terms in the MSA, and you can hold us to them.
Disclosed margin
You see the pay rate and the markup on every contract submission. If our margin is not defensible, you should not be paying it — and if it is, hiding it only creates suspicion.
No resume spraying
We cap ourselves at five submissions per requirement. If we cannot make a case for a candidate in writing, they do not go on the slate.
One business day feedback
Every interview round gets candidate feedback to you, and your feedback to the candidate, inside one business day. Slow feedback loses good people.
Replacement guarantee
Direct placements: 90 days, refilled at no additional fee. Contract placements: replaced free within the first two weeks.
Friday written update
A short status email on every open requirement, every week — including the weeks where the honest answer is that we have not cracked it yet.
We will decline
If we cannot fill it well, we will tell you rather than take the req and go quiet. A vendor who never says no is a vendor who wastes your quarter.
Ways to start
Low-risk first steps
We are a new firm and we know what that means. So start small and make us earn it.
A
Run one role in parallel
Give us the same requirement your incumbent vendors have. Compare the slates side by side. Costs you nothing extra — contingency means you only pay on a hire.
B
Give us the hard one
The req nobody has filled in two months. If we crack it, you have learned something real about us. If we cannot, we will tell you why within a week.
C
Start with an advisory call
No requirement at all. Just market rate data, timeline reality and a review of a job description you cannot fill. Free, and there is no pitch at the end.
Vendor readiness
The paperwork your procurement team will ask for
W-9 & entity docs
Texas LLC, EIN and certificate of formation available on request.
Certificates of insurance
General liability, professional liability and workers compensation, with your entity named as additional insured.
Standard MSA
We have a template ready, and we will work off yours instead if that is faster for your legal team.
Screening evidence
Background, drug screen and E-Verify results retained and produced on audit request.
Send us one requirement
That is the whole ask. One role, worked properly, and you decide from there. Intake call within one business day of hearing from you.