How We Work
Four ModelsOne Operating Standard
Every engagement runs on the same process:deep discovery, operator-sourced candidates, and calibrated submissions you can act on.
Best for: a single high-stakes hire or a series of hard-to-fill positions.
We work on retained or contingency terms depending on role complexity. Most searches are contained within 30 days from signed agreement to accepted offer.
Common roles: RF/EW engineers, systems engineers, cleared software developers, propulsion leads, embedded firmware engineers, counter-UAS specialists.
Best for: Series A–C companies scaling from 20 to 200+ headcount without the cost of a full-time recruiting team.
We embed into your ATS, your Slack, your hiring manager syncs. You get the output of a senior in-house recruiter at a fraction of the overhead.
Typical engagement: 3–6 month minimum, 10–20 open reqs at any given time. Scales up or down as hiring velocity changes.
Leadership Risk
Executive Search
Director, VP, and C-suite placements where the wrong decision compounds
START AN EXECUTIVE SEARCHBest for: defense tech and deep tech companies making Director, VP, or C-suite hires where a wrong decision sets the program back 18 months or more.
We reach leaders who are not applying and would not respond to generic outreach. Every candidate is assessed for leadership style, stage fit, and durability beyond year one. Every executive placement is backed by the 12-month replacement guarantee.
Veteran Pipeline
Military to Civilian Hiring
The best talent pipeline in defense tech is already funded by the DoD
BUILD A VETERAN PIPELINEBest for: defense tech and deep tech companies that want to build a sustainable pipeline of mission-ready talent from the military community.
We source separating service members, veterans, and military spouses and place them directly into your organization. We handle your SkillBridge program structure and DoD approval process from start to finish.
The Process
From First Call to First Day, in Under 30 Days
- 01
Discovery
We spend 30 to 45 minutes understanding the role, the team, the stack, and the mission. Not a boilerplate intake form. A real conversation about what success looks like.
- 02
Active Pursuit
We go direct to passive candidates using operator-network sourcing, security-cleared talent databases, and community referrals, not job-board blasts. Every candidate is actively pursued, not passively collected.
- 03
Omni-Channel Reach
We reach candidates across LinkedIn, defense-community networks, veteran transition pipelines, referral chains, and direct outreach. No single channel dominates. Coverage is the standard.
- 04
Deep Screening
You receive a short list of qualified candidates. Not a pile. Every submission is vetted for technical fit, clearance alignment, and culture. Our documented submission-to-interview rate is 100% on vetted engagements.
- 05
Post-Placement Coverage
We manage offer logistics and counter-offer coaching through day one and stay engaged after. All placements include a 12-month replacement guarantee so you're never left exposed.
The Guarantee
12-Month Replacement Guarantee
Every placement is backed by a full 12-month replacement guarantee. If the hire doesn't work out, we re-run the search at no cost. No fine print. No exceptions.
- ✓Applies to all retained and contingency placements
- ✓Full replacement search at zero additional cost
- ✓Coverage begins from the candidate's first day
- ✓No disputes, no partial credits. A full re-search, period
Our Standards
What We Don't Do
- ✕Blast your job description to an unvetted LinkedIn database
- ✕Submit candidates we haven't spoken with
- ✕Work 20 searches at once and deprioritize yours
- ✕Operate without understanding your tech stack
- ✕Hire generalists for specialized defense-sector roles
- ✕Ignore the clearance requirement until the final interview
The Search Starts When You Are Ready
Book a call and we will tell you within 24 hours whether we can help.