We place the people who design, secure, and build AI and cloud systems: solutions and security architects, AI and data engineers, platform specialists, and the technical leads who hold them together. Every candidate is screened by a practitioner who has done the same job, not by a keyword filter.
Most AI initiatives stall on design, security review, or delivery leadership before they run out of engineers. We place across all four.
People who decide how the system fits together before anyone writes code: integration patterns, build-versus-buy calls, cost and scaling trade-offs, and designs a review board can approve.
Specialists who get AI and cloud work through security review instead of stalling in it: threat models, identity and access design, compliance evidence, and controls for agents that act on real systems.
Builders who have put models, pipelines, and platforms in front of real users and been paged when they broke. Comfortable owning accuracy, data quality, and the infrastructure bill.
Senior people who own delivery end to end: turning a roadmap into a plan, keeping architecture and engineering aligned, and making sure the work lands when the contract ends.
They join your standups, design reviews, and repository, and they report to your lead. Month to month, so the arrangement has to keep earning itself.
Three to five people, such as an architect and the engineers to build what they design, running their own sprints against a slice of your backlog with one senior lead accountable for what lands.
We run the search and the technical screen; the hire joins your payroll, not ours. Useful when the role is permanent and the bar is the problem.
We sit with your lead and write down what the role actually does: the systems it touches, the decisions it owns, and what the first ninety days have to produce.
Every candidate works through a real problem from your domain with someone who has done the job: architects screen architects, security leads screen security hires. You get the notes, including the parts that argue against the hire.
You interview two or three people, not twenty. We stay in the loop through the first month so ramping the new hire is somebody’s explicit job.
Staffing firms are paid to move volume. We are a delivery firm that places the kinds of people we put on our own engagements, which means a bad placement costs us more than the fee is worth.
Everyone you meet has sat through a technical session with a practitioner in their discipline first.
If we do not have the right person for the role, we say so on the call instead of sending a near-miss.
Seniority is described by what the person has designed, secured, or owned in production, not by the band on the résumé.
Embedded specialists can convert to your payroll, and we would rather that happen than lose the relationship.
Architect, security lead, or engineer. Thirty minutes on the call, and if the work is better solved by a build than by a hire, we will say that instead.
