Quality Shortlists. Delivered Fast.

Most recruiting agencies waste your time with hour-long intake calls that still miss the mark. We don't.

Our calibrated intake process takes just 15–30 minutes and uses a structured framework to define:

• Must-have vs. nice-to-have skills — We separate deal-breakers from wish-list items so we're not flooding you with overqualified (or underqualified) candidates

• Success profile — What does a "great hire" actually look like in this role? We map the behavioral traits, technical skills, and work style that predict retention and performance in your environment

• Red flags and disqualifiers — Certifications, geographic restrictions, experience gaps, or culture mismatches we should screen out early

• Compensation + timeline reality check — We'll tell you if your budget and timeline are competitive for the market, or if we need to adjust expectations

Why this matters:
When we align on the role upfront, you get better candidates faster—and we eliminate 90% of the "not quite right" submissions that waste your time reviewing.

What you walk away with:
A one-page role blueprint that our team uses to source, screen, and submit only candidates who fit your exact needs.

Job boards give you whoever happens to be looking. We give you the people who aren't actively job hunting—but would move for the right opportunity.

Our AI-enabled sourcing combines:

• Targeted Boolean search strings — We don't just search "appliance tech Dallas." We map skill combinations, certifications (EPA 608, manufacturer training), years of experience, and geographic radius to find hidden candidates on LinkedIn, GitHub, industry forums, and niche job boards

• Talent mapping — We reverse-engineer your competitors' teams and identify technicians, dispatchers, or managers who fit your profile (and might be open to a move)

• Passive candidate outreach — 70% of the best hires aren't actively applying. We use personalized messaging (not spam) to engage them

• Veteran pipelines — Through our DoD SkillBridge program and military transition networks, we tap into disciplined, trainable candidates transitioning from active duty

Why this matters:
You're not competing with 50 other companies for the same Indeed applicants. You're getting first access to candidates your competitors don't even know exist.

Typical results:
We source 30–50 targeted profiles per role and narrow them to the top 10–15 for screening—before you ever see a resume.

Resumes lie. References are scripted. Our 100-point structured screening tells you what candidates can actually do—and whether they'll succeed in your environment.

Every candidate is evaluated across four dimensions:

1. Technical Skills (30 points)

• Role-specific competencies (e.g., refrigeration diagnostics, EPA certification, dispatch software proficiency)

• Hands-on problem-solving scenarios: "Walk me through how you'd troubleshoot a compressor failure"

• Manufacturer training and certifications (Whirlpool, GE, Samsung, etc.)

2. Communication & Professionalism (25 points)

• Customer-facing communication style (crucial for in-home service roles)

• Responsiveness and follow-through during our interview process

• Clarity in explaining technical issues to non-technical stakeholders

3. Cultural Fit & Work Style (25 points)

• Alignment with your company values (teamwork, autonomy, urgency, quality)

• Red flags: job-hopping, attitude issues, unrealistic expectations

• Motivation and long-term career goals (are they looking for a stepping stone or a home?)

4. Logistics & Availability (20 points)

• Compensation alignment (are they within your budget, or will they counter-offer out of range?)

• Start date availability (2 weeks? 30 days? Immediate?)

• Commute/relocation feasibility (will they actually accept if geography is borderline?)

• Background check and drug screen readiness (any red flags we should flag early?)

Why this matters:
By the time a candidate reaches your desk, we've already disqualified the 80% who look good on paper but won't work in reality. You're only interviewing people we'd hire ourselves.

What you get:
A scored evaluation sheet for every submitted candidate, so you can compare apples-to-apples and make faster, data-driven decisions.

We don't send you 15 resumes and say "good luck." We send you 3–5 finalist candidates with everything you need to make a decision in one sitting.

Each submission package includes:

Candidate Summary (1-page overview)

• Top 3 strengths — Why this person stands out (e.g., "8 years Whirlpool-certified, 95% first-time fix rate, trains junior techs")

• Potential risks or concerns — Honest assessment of gaps or yellow flags (e.g., "Limited commercial HVAC experience; may need 2–3 weeks ramp-up on your Trane units")

• Our recommendation — "Strong hire," "Good fit with reservations," or "Backup candidate"

Logistics Snapshot

• Compensation expectations — "$28–$32/hr target; flexible on benefits"; "Looking for $65K+ salary (above your range)"

• Availability — "2 weeks' notice; can start March 15" or "Immediate availability"

• Commute/relocation — "Lives 12 miles from your Plano location; no relocation needed"

Interview Prep Notes

• Questions to ask — "Probe on his experience with inverter-driven compressors—he mentioned limited exposure"

• Selling points — "He's motivated by training opportunities; emphasize your manufacturer certification program"

• Red flags to validate — "Had 3 jobs in 18 months (2020–2021); ask about stability"

Resume + Screening Scorecard

• Full resume (scrubbed for compliance)

• 100-point evaluation breakdown

• Interview transcript highlights (if applicable)

Why this matters:
You spend 10 minutes reviewing our package instead of 2 hours sorting resumes and playing phone tag. You walk into interviews prepped, confident, and ready to close.

Typical turnaround:
First shortlist within 5–10 days of intake (faster for urgent roles).

Recruiting agencies disappear the moment you say "we'll take this one." We don't.

From shortlist submission to Day 1, you get:

Weekly status check-ins

• Where are we in the interview process?

• Any candidates dropping out (and why)?

• Do we need to adjust our search or submit backup candidates?

Offer negotiation support

• Comp benchmarking — "Based on market data, $30/hr is competitive for this skill level in Dallas"

• Counter-offer coaching — "Candidate received a competing offer at $32/hr; recommend matching or highlighting your benefits package"

• Offer letter review — We'll flag any clauses that might spook candidates (non-competes, vague bonus language, etc.)

Onboarding coordination

• Pre-start communication — We stay in touch with the candidate between offer acceptance and Day 1 to reduce ghosting risk

• First-day logistics — Confirming start date, paperwork, uniform/equipment needs

• 30-day check-in — We follow up with you and the candidate at 30 days to catch any early red flags

Replacement guarantee
If a candidate leaves or is terminated in the first 90 days, we'll replace them at no additional fee (terms apply).

Why this matters:
42% of new hires quit in the first 90 days. Our post-placement support cuts that rate in half by catching and fixing issues early.

What you avoid:
Radio silence, offer fall-throughs, Day 1 no-shows, and the "we hired someone who quit in 3 weeks" nightmare.

Hiring the wrong person is expensive. Getting sued for how you hired them is catastrophic.

Our process is built to protect you:

Structured, defensible screening

• Every candidate is evaluated using the same 100-point rubric (no subjective "gut feel" decisions)

• All interview questions are role-related and legally compliant (no age, marital status, disability, or protected-class questions)

• Scoring is documented and auditable

EEO/Affirmative Action compliance

• Candidate demographic data collected (voluntary, anonymized, never shared with hiring managers)

• Adverse impact analysis available on request (4/5ths rule compliance)

• Documentation retained for OFCCP audit requirements (2 years for non-federal contractors; 3 years for federal)

FCRA-compliant background checks

• Proper authorization and disclosure forms

• Adverse action notices if background issues arise

• We never ask about criminal history until after conditional offer (ban-the-box compliance)

Veteran preference transparency

• If you're a federal contractor, we track veteran status and VEVRAA compliance

• SkillBridge placements are structured to meet apprenticeship and on-the-job training requirements

Why this matters:
One EEOC complaint can cost $50K–$200K in legal fees and settlements—even if you win. Our process eliminates 95% of compliance risk before you ever extend an offer.

What you get:
Audit-ready documentation for every hire, so if a rejected candidate (or the DOL) comes knocking, you have a paper trail proving your process was fair, consistent, and job-related.