You interview. We do the rest.
No mystery to it. We find the people, we check what they actually ran, we get them on your calendar. You make the call on who’s good.
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The Scorecard
We start with a call and a document. What the job takes, what it pays, who it reports to, what “good” looks like in ninety days. Written down, agreed by you, before anybody gets contacted. A fuzzy job description is how the wrong people end up in your conference room.
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The Checked Slate
Four track-record-verified candidates per open role in 30 days. The first one inside 10 business days.
Verified means the jobs, plants, or operations they actually ran — size, scope, the role they really held, and references from the people who were there. In construction that’s project verification: dollar value, delivery method, super of record.
Not four resumes. Four people who know your job exists and will pick up the phone.
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The Process Run
Outreach, screening, scheduling, candidate management, offer support — all of it under your brand. Your candidates deal with your company. Our name doesn’t come up unless you want it to.
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The Pipeline File
Every candidate we touch for your recurring roles goes into a named file. It’s yours. It doesn’t reset when a search closes.
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Day 1
Kickoff call. We build the scorecard with you and agree the comp range in writing.
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Days 2–10
Sourcing and checking. First checked candidate in front of you inside 10 business days.
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Days 10–30
The rest of the slate. Four checked candidates total per open role. We schedule; you interview.
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Offer
We support the offer and the close. You hire under your name.
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Then
First hire signs. That’s when billing starts, and not a day before.
This only works both ways, so it’s in the agreement:
Interview feedback inside 2 business days.
One named decision-maker who can actually say yes.
A 30-minute call once a week.
The comp range in writing before we start sourcing.
That’s the whole ask. If you can’t give us feedback in two days, we’ll say so on the first call — the search won’t work and neither of us will be happy.
The 90-Day Restart.
If a hire we made leaves inside 90 days, we restart the search for that seat. No new fee, no arguing.
The pipeline file is yours.
Every candidate we contact for you goes in a file you own. Fire us tomorrow and you keep it.
Track-record checked.
We verify what candidates actually did — licenses, projects, references — before you ever see them.
And one more, in writing: after billing starts, four checked candidates per open role every 30 days, or billing pauses.
We’d rather tell you now than have you find out in month two.
- We don’t interview for you.
That’s your judgment, and it should stay yours. We hand you a question bank and a scorecard so the interview isn’t guesswork.
- We don’t do hourly crews or temps.
We fill the salaried seats that run the work.
- We’re not in your truck.
This is phone work, Eastern hours. Your candidates and your interviews are local to you; the searching isn’t, and never needed to be.
- We won’t send you volume.
Four checked people beats forty resumes, and forty resumes is work you’d have to do.
“We hire through word of mouth.”
Best way there is — when the referral exists. The seat that’s been open three months is the one we fill. Our people come reference-checked from the jobs they ran. That’s closer to a referral than anything a job board sends you.
“You’re not from my industry.”
Right. That’s why it’s free until your first hire signs, and why nothing we send you is our opinion. Checked track records, references, and a scorecard we built with you. You’re the judgment. We’re the machine.
“What’s the catch?”
It’s in writing. You need a real open role and four-plus hires coming. And if we deliver four checked candidates and interviews just don’t happen for a month, billing starts. We’re covering the risk that we’re not good enough yet — not the risk of a hiring freeze.
Tell us the seat that’s been open longest.
Fifteen minutes. We’ll tell you where those people are and what it takes to move them.
Book a 15-minute call