Every recommendation is chosen with growth and stability in mind — long-term careers, not short-term parking.
Why we exist
We work both sides of the same market
Most agencies pick a side. Running both is what lets us tell a candidate which employers actually move.
- Est. 2021
- Placing across 31 states
- Two desks
- Candidate side and employer side
- 1,750+
- Candidates placed since 2021
Two sides, one desk
A recruiter who only sees candidates is guessing about employers, and a recruiter who only sees requisitions is guessing about people. We keep both in the same team so neither half is guessing.
- Early-career and mid-level placement across the United States
- Permanent, contract and contract-to-hire on the same desk
- Screening, background verification and payroll handled in-house
- Recruiters specialised by function, not covering everything
0+Years placing
0+Candidates worked with
0+Client companies
0States placed into
Our commitment to individuals and companies
Ethical recruitment, meaningful career outcomes, and workforce solutions built on trust and transparency.
Great talent and great roles shouldn't miss each other because of slow hiring. We move fast without losing precision.
We don't just place candidates — we build lasting relationships. Your success is our success, through the whole journey.
We evolve our processes and adapt to market changes to deliver better outcomes for everyone.
Our journey so far
Building trust in recruitment, year by year
The start
One desk, one requisition
We began by filling a single hard-to-fill engineering role for a company that had been searching for four months. It got filled in three weeks, and the reason was not cleverness — it was that we called candidates instead of waiting for applications.
First 40 placements, all by referral2021Phone, spreadsheet, nothing else
Both sides
Adding the candidate side
Working only from requisitions meant turning away good people we had nowhere to send. So we started representing candidates directly — and immediately understood how badly the cold-application route serves them.
188 placements · candidate desk opens2022Two desks, one pipeline
Specialising
Recruiters stop covering everything
A recruiter filling a data engineering role one week and a supply chain role the next is shallow on both. We split the desk by function. Time to shortlist halved, and candidate prep got noticeably sharper.
Function-specialised desks · team of 202023Depth over breadth
In-house
Bringing screening in-house
Outsourced background checks were the slowest step in every placement, sometimes adding three weeks. We took verification and payroll in-house, which cut the tail off our time-to-offer and made compliance ours to answer for.
Verification + payroll in-house2024Own the slow step
Early career
Graduate hiring, properly resourced
Graduate pipelines run on a seasonal calendar that continuous-hiring teams are not built for. We put a dedicated desk on it, with mentoring capacity budgeted rather than borrowed — the thing that makes cohorts survive year two.
Dedicated graduate desk2025Cohorts, not one-offs
Today
Boring where it counts
Placements across 31 states, recruiters specialised by function, verification in-house, and a median 42 days from first call to signed offer. Nothing exotic — just the slow steps removed and the same people answering the phone.
42-day median time to offer2026Same desk, more of it
Ready to take the next step?
Whether you're a job seeker looking for your next opportunity or a company seeking exceptional talent — connect with us today.
Frequently asked questions
Do you work with candidates or employers?
Both, deliberately. Running both sides means we already know which employers move quickly, what their interview loops look like, and which candidate profiles they have hired before — that is the whole advantage over applying cold.
What makes this different from a job board?
A board shows you postings. We submit you through a recruiter who has a relationship with the hiring manager, and prepare you for that specific loop. The practical difference is response rate: applications sent through a warm channel get read.
Which certifications do you hold, and do they matter?
ISO 9001 for process quality, ISO 27001 and GDPR alignment for data handling, and E-Verify for employment eligibility. The data ones matter most to candidates — your resume and identity documents sit inside a controlled system rather than in an inbox.
How do you handle candidate data?
Your profile is shared with an employer only when you approve that specific submission. We do not sell candidate data or add you to third-party lists, and you can request deletion at any point.
Where do you operate?
Placements across the United States, concentrated in Texas, the Northeast corridor, the Carolinas and the Bay Area. Recruiting is remote-first, so location rarely constrains who we can work with.
How is the recruiting team structured?
Recruiters specialise by function rather than covering everything, so the person running a data engineering search is not also filling a supply chain role that week. Each candidate keeps one point of contact throughout.
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