Functions
Engineering
Degreed engineers in a labor shortage.
Why this seat matters
An open engineering seat doesn’t hit the P&L right away. It shows up as a project that slips a quarter, a line running under capacity, or a commitment your team subtly stops making. If you’re growing fast, paying outside consultants, or can’t fill specialist roles, that’s where we make the biggest difference.
Roles we place
VP Engineering
Director of Engineering
Engineering Manager
Staff Engineer
Engineering Project Manager
Who we place
Engineering talent from mid-level through VP and C-suite, across construction, manufacturing, infrastructure, and specialized engineering disciplines. From the production floor to the C-suite, we find the talent the work demands.
How we find them
Experienced engineers already have more work than they can handle, and job boards don’t reach them. We start every search from scratch, reach them directly, and check the disciplines, projects, and systems behind every resume. You meet 2 or 3 engineers who fit the work, not a pile of near misses.
We commit to
Thirty days from intake to accepted offer, so projects stop slipping a quarter at a time. One relationship manager for every engineering search, from mid-level roles to the C-suite. No pods, no hand-offs, and your search never gets dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
The more specialized the engineering need, the smaller the talent pool. And the people you want are rarely looking. We know where to find them and how to get them engaged.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Delivery is slipping and you need engineering or technical talent who can make an immediate impact.
The talent you need is specialized, hard to find, and isn’t responding to job postings.
You want market insight on which requirements, compensation, or location constraints are limiting your candidate pool.
You’re prepared to move quickly when the right person is identified.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Engineering
Degreed engineers in a labor shortage.
Why this seat matters
An open engineering seat doesn’t hit the P&L right away. It shows up as a project that slips a quarter, a line running under capacity, or a commitment your team subtly stops making. If you’re growing fast, paying outside consultants, or can’t fill specialist roles, that’s where we make the biggest difference.
Roles we place
VP Engineering
Director of Engineering
Engineering Manager
Staff Engineer
Engineering Project Manager
Who we place
Engineering talent from mid-level through VP and C-suite, across construction, manufacturing, infrastructure, and specialized engineering disciplines. From the production floor to the C-suite, we find the talent the work demands.
How we find them
Experienced engineers already have more work than they can handle, and job boards don’t reach them. We start every search from scratch, reach them directly, and check the disciplines, projects, and systems behind every resume. You meet 2 or 3 engineers who fit the work, not a pile of near misses.
We commit to
Thirty days from intake to accepted offer, so projects stop slipping a quarter at a time. One relationship manager for every engineering search, from mid-level roles to the C-suite. No pods, no hand-offs, and your search never gets dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
The more specialized the engineering need, the smaller the talent pool. And the people you want are rarely looking. We know where to find them and how to get them engaged.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Delivery is slipping and you need engineering or technical talent who can make an immediate impact.
The talent you need is specialized, hard to find, and isn’t responding to job postings.
You want market insight on which requirements, compensation, or location constraints are limiting your candidate pool.
You’re prepared to move quickly when the right person is identified.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Engineering
Degreed engineers in a labor shortage.
Why this seat matters
An open engineering seat doesn’t hit the P&L right away. It shows up as a project that slips a quarter, a line running under capacity, or a commitment your team subtly stops making. If you’re growing fast, paying outside consultants, or can’t fill specialist roles, that’s where we make the biggest difference.
Roles we place
VP Engineering
Director of Engineering
Engineering Manager
Staff Engineer
Engineering Project Manager
Who we place
Engineering talent from mid-level through VP and C-suite, across construction, manufacturing, infrastructure, and specialized engineering disciplines. From the production floor to the C-suite, we find the talent the work demands.
How we find them
Experienced engineers already have more work than they can handle, and job boards don’t reach them. We start every search from scratch, reach them directly, and check the disciplines, projects, and systems behind every resume. You meet 2 or 3 engineers who fit the work, not a pile of near misses.
We commit to
Thirty days from intake to accepted offer, so projects stop slipping a quarter at a time. One relationship manager for every engineering search, from mid-level roles to the C-suite. No pods, no hand-offs, and your search never gets dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
The more specialized the engineering need, the smaller the talent pool. And the people you want are rarely looking. We know where to find them and how to get them engaged.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Delivery is slipping and you need engineering or technical talent who can make an immediate impact.
The talent you need is specialized, hard to find, and isn’t responding to job postings.
You want market insight on which requirements, compensation, or location constraints are limiting your candidate pool.
You’re prepared to move quickly when the right person is identified.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.