About ALAC HR Solutions
WeDidNotFindThisMarketWeCameFromIt
We serve defense technology, aerospace, deep tech, autonomy, and advanced manufacturing companies who cannot afford the wrong hire.
Why We Exist
This Market Was Not an OpportunityIt Was a Calling
We watched recruiting firms in London and San Francisco discover defense tech and rebrand themselves as specialists overnight. Most of them are calibrated for mature aerospace and defense, or for volume, and neither prepares a firm for venture-backed growth-stage hiring. Knowing the sector is not the same as knowing what a company needs at Seed that it will not need at Series C. They built landing pages and started calling the founders doing the hardest work in the country. Those founders deserved better.
The cost of a wrong hire at this stage is concrete. Leadership time goes into managing a problem instead of building. The role sits open for months while the work waits. Milestones tied to testing, production, contracts, or a raise slip, and every one of those slips is expensive for a company that does not yet have slack in the system. Then you run the search again, further behind than when you started.
ALAC was founded in 2022 around one commitment: every hire has to be right. Not because it is good for business. Because the people depending on this technology deserve nothing less.
What Specialized Actually Means
The Sector Is the Easy PartThe Stage Is the Hard Part
Plenty of firms recruit for defense. Far fewer understand that hiring for a company at Seed and hiring for the same company at Series C are different jobs. At Seed you are hiring people who will define a function that does not exist yet, who are comfortable with ambiguity because there is nothing else on offer. By Series B the problem inverts: you need leaders who can build structure without suffocating the pace that got the company there. At Series C and pre-IPO the hires are about infrastructure, repeatability, and the systems a company needs before it can be audited, acquired, or taken public.
The search changes with it. The pitch that lands a founding engineer does not land a VP of Engineering, and the candidate who thrives in a program office with four hundred people around them may not survive a company of forty. A traditional search firm calibrated for mature aerospace and defense tends to bring strong résumés from large programs without asking whether the person can operate without the program. A staffing agency optimizes for filling the seat. Both can produce a credible-looking shortlist that quietly ignores the variable that decides whether the hire works.
We are built for the span between founding team and scalable organization. That is a narrower business than recruiting for defense generally, and it is deliberately narrow, because it is the only way to know which candidates actually fit the company in front of you rather than the sector it operates in.
The Founders
Built by People Who Wore the Uniform
We did not find this market. We came from it.
Co-Founder
Adrian Muñoz
United States Marine Corps · 20 Years of Service · Four-Time Talent Acquisition Manager of the Year
Adrian spent 20 years in the United States Marine Corps making high-stakes personnel decisions in environments where the cost of getting it wrong was never abstract. He was named Talent Acquisition Manager of the Year four times. He graduated first in three consecutive professional military education courses. He holds a Master's in Strategic Leadership and a Bachelor of Business Administration, both with honors.
He built ALAC's search methodology from the ground up. His expertise spans defense technology recruiting, cleared personnel placement, technical leadership search, and executive hiring for pre-IPO deep tech and defense companies. Every evaluation standard, every intake process, every accountability structure reflects the standard he held himself to in uniform. That standard does not change based on the client, the urgency, or the pressure to close.
"I built ALAC for the companies building what this country cannot afford to get wrong."
Adrian Muñoz, Co-Founder
Co-Founder
Laura Muñoz
United States Navy Veteran · Air Traffic Controller · Head of Brand
Laura served in the United States Navy as an Air Traffic Controller and Public Relations Specialist. She spent years making split-second decisions in high-stakes environments where communication precision was not optional. After the Navy, she dispatched trains for BNSF Railway before co-founding ALAC in 2022.
She is responsible for how ALAC presents itself, communicates with clients, and earns trust in every engagement. She owns the brand, the voice, and the positioning: what ALAC says, how it says it, and which claims are worth making at all. The clarity and discipline in how this firm communicates comes directly from her background.
"Precision in communication is not a brand strategy. It is a standard I learned when the alternative was catastrophic."
Laura Muñoz, Co-Founder
How We Operate
Not ValuesStandards
Every firm has values on a wall. These are the commitments we are held to on every engagement.
We do not send candidates we are not confident in
We do not disappear after the offer is signed
We do not take searches we cannot win
We do not work with companies that treat hiring as an afterthought
We do not measure success by the signed offer. We measure it by what happens after
Firm Profile
By the Numbers
45-Day
Average Time to Fill
[VS. 70-90 DAY INDUSTRY BENCHMARK]
95%
Hiring Manager Interview Approval Rate
[CANDIDATES APPROVED TO INTERVIEW]
12-Month
Replacement Guarantee
[UP TO 12 MONTHS, PERFORMANCE-BASED]
Every Month the Role Stays Open Costs You
Tell us what you are building and who it will take. Within 24 hours you will know whether we are the right firm for it.