Recruiting & Staffing Intake → sourcing → assessment → interviews → offer → onboarding—with SLAs and dashboards. Scale your delivery with recruiting and staffing that’s built for software organizations. We run intake → sourcing → assessment → interviews → offer → onboarding with clear SLAs and dashboards so leaders see pipeline health, quality, and speed—while engineering managers get contributors who can ship from day one.
Key Benefits Speed to Slate: Time-boxed stages and SLAs
Quality & Fit: Role scorecards + structured interviews
Security-Ready: Access hygiene & evidence
Flexible Models: Contract, CTH, direct hire, managed pods
Executive Visibility: Hiring funnel dashboards
What We Deliver Role Definition & Scorecards: responsibilities, must-have skills, interview rubric, compensation bands. Sourcing & Outreach: targeted campaigns (active + passive), referral taps, niche communities. Assessment & Vetting: technical screens, coding tasks (where appropriate), structured interviews, reference & background checks. Shortlists You Can Act On: qualified candidates with notes, availability, and rate/salary ranges. Offer, Negotiation & Onboarding: acceptance support, start-date logistics, access requests, onboarding playbooks. Who We Staff Software Engineering: front-end, back-end, full-stack, mobile. Cloud & DevOps: CI/CD, infra-as-code, SRE/observability. Data & Analytics: data engineering, warehousing, BI developers. QA & Test Automation: manual, automated, performance. Product & Delivery: product managers, scrum masters, project managers. Design: UX/UI, accessibility-minded designers. Engagement Models Contract / Staff Augmentation: flexible capacity with defined SLAs. Contract-to-Hire: try-before-you-buy with conversion terms. Direct Hire / Contingent: full-time placements with guarantee windows. Managed Teams (SOW): cross-functional pods with delivery leadership and reporting. Vetting, Security & Compliance Identity & Background: right-to-work verification, references, background checks as required. Access Hygiene: least-privilege access, device and secrets guidelines on day one. Public-Sector Readiness: evidence capture (approvals, access logs) aligned to procurement reviews. Operating Cadence & SLAs Weekly Pipeline Review: submitted, interviewing, offers, declines, blockers. Time-boxed Stages: intake to first slate; interview loops; decision windows. Quality Controls: interviewer training, feedback loops, continuous improvement. Reporting & Dashboards Hiring Funnel: time-to-submit, time-to-fill, interview-to-offer, acceptance rate. Quality & Retention: 30/60/90-day check-ins, manager satisfaction, ramp speed. Capacity View: active requisitions, aging, forecasted starts vs. plan. FAQs Q: Can you staff both contractors and full-time hires?
Q: How do you ensure technical quality?
Q: How do you handle security and access for contractors?
Q: Can you report on recruiting performance for leadership?
Ready to Add Capacity Fast—Without Compromise? 
