How we recruit
A process built to find people who can actually do the job.
Most recruiters stop at a phone screen or rely on AI to choose for them. We keep going: targeted sourcing, a monitored preliminary interview, a final interview conducted personally by an engineer, and a background check, before you ever see a résumé.
The process
Five steps between your opening and your shortlist
01
Targeted sourcing
We don’t wait for applicants. We handpick résumés and reach out to strong candidates directly, using our Predictive Candidate Targeting™ approach to identify top talent likely to be interested before the competition does.
02
Screen
A short screening call confirms the foundational requirements: relevant experience, availability, and genuine interest in your role.
03
Preliminary interview
A one-hour structured interview that goes deep on skills and experience. We monitor every interview to make sure candidates aren’t leaning on AI to answer, and that they genuinely have the experience they claim.
04
Final interview by an engineer
A one-hour interview conducted personally by an experienced engineer. It evaluates technical ability, soft skills like grit and perseverance, teamwork, cultural fit, and motivation.
05
Background check
Every candidate who passes the final interview completes a comprehensive national background check before we present them to you.
The result
Only candidates who clear every step reach your desk, so your team spends its time on final conversations with strong people, not sorting through résumés.
Why it matters
Why an engineer conducts the final interview
Recruiters at large staffing agencies often pick up the jargon, but they can’t genuinely judge whether a candidate can do technical work. They lean on quick phone screens or hand the decision to AI, and strong candidates get overlooked while weak ones get through.
An engineer knows which follow-up question exposes a rehearsed answer, can tell real hands-on experience from résumé keywords, and understands what your team actually needs. That’s the difference between a candidate who interviews well and one who performs well.
AI helps us with the administrative side of recruiting. Judging people is still done by an engineer.
What you get
Built to save you time and remove risk
Candidate Score™ report
A complimentary, dynamic report for each position showing top candidates’ technical ability, cultural alignment, and soft skills, so you can compare them before final interviews.
Committed on both sides
Finding top candidates takes a significant investment of engineering time, so we partner with clients who are ready to commit. An up-front engagement starts the search; the details are in our agreement.
Our guarantee
If a placed candidate doesn’t work out within the guarantee period, we’ll find a replacement. Details are in our agreement.
Roles we fill
Technical talent across four areas
Technical & engineering
Engineers, technicians, and technical leaders, including semiconductor and electronics.
Manufacturing
Production, process, quality, and operations roles.
Construction
Technical construction roles, from project engineers to field leadership.
AI & software
AI engineers and software developers, vetted by someone who builds with AI every day.
Spend less time hiring and more time growing.
“Do what you do best and outsource the rest.”
— Peter Drucker, father of modern management