How we hire and screen

1. Intake

   You send a requirement. A recruiter calls or writes to confirm the must-have skills, the nice-to-haves, the location and work mode, the rate range, the engagement type and the start date. If the requirement came through a prime vendor, we also ask about their submission template and deadline.

2. Source

   We search three places together: consultants on our own W2 payroll, candidates from partner recruiting firms, and people our recruiters find and contact directly. You do not have to choose a channel.

3. Screen

   A recruiter talks to every candidate before submitting them. The call covers the skills the role needs, recent projects, work authorization, availability, location and rate expectations.

4. Submit

   You receive a short list with a summary of why each person fits and what to ask them. We submit only people who have agreed to be represented for that role.

5. Interview and onboard

   We schedule interviews, collect feedback and handle the paperwork for the start. Where the client requires a background check, drug screen or reference check, we coordinate it.

What screening covers

• Skills measured against your must-haves, not against a keyword list.
• Depth on specialist roles. For SAP and Oracle, that means the modules and project phases the person has actually worked on.
• Work authorization: the candidate must already be authorized to work in the United States, and we do not sponsor visas.
• For Public Trust roles, whether the contract requires a U.S. citizen, and whether the candidate holds or can pursue the determination.
• Licenses and certifications the role needs, such as a PE license or OSHA 30 card, confirmed before submission.
• Availability, location and rate.