In brief
You have interview-ready candidates on your calendar, a clear view of pay and availability, and a hire who shows up on day one with fewer surprises in the first 90 days.
You reached out because you need qualified people in interviews fast, without a pipeline that looks good on paper and collapses in the room. You’ll get a shortlist you can trust, plus steady scheduling and offer support so the hire lands. If you’d like to move forward, we’ll book the intake and start building the scorecard the same day.
We start by locking the role down in plain terms, then we work the market hard and report what we’re seeing as we go. You’ll see fewer resumes and more context: why we think each person fits, what we challenged in the screen, and what to test in the interview so you don’t lose weeks to “maybe.”
A bit about us
We’re a recruiting and talent team built for moments when hiring can’t drift. We started in roles where an empty seat meant a missed ship date, a manager covering nights, or a founder pulled out of sales to run first-round interviews. Our work stays the same across functions: get crisp on what success looks like, then run a search that produces usable interviews, quickly.
Clients pick us when they want a disciplined search instead of a flood of resumes. We screen for the things that fail late, like schedule realities, management style fit, compensation alignment, and the specific skill that has to show up on day one. We also keep hiring managers engaged with simple weekly pipeline reporting, so the process stays credible inside your team.
Meet the team
You’ll have a small, named team on your search, with one lead and clear handoffs as candidates move from outreach to offer.
Team
Morgan Ledford, Managing partner. Morgan sets the search plan with you, keeps the role scorecard honest, and steps in on calibration when the first slate is not hitting the mark.
Avery McCall, Search lead. Avery runs retained search and executive recruitment, handles finalist screens, and keeps reference checks tight and consistent across candidates.
Jordan Hensley, Staffing manager. Jordan manages staffing and contract recruitment, keeps starts and extensions orderly, and stays on top of timecards, conversions, and redeployments.
Casey Whitaker, Talent sourcer. Casey builds the outreach list, runs the first screens, and writes the candidate notes you’ll actually use in interviews and debriefs.
Recent work
Here are a few recruitment engagements that show the range, from urgent backfills to multi-role builds.
Portfolio
Production supervisor backfill. Urgent backfill for a plant supervisor seat with a working lead covering shifts. We rebuilt the must-haves into a scorecard, screened for shift and leadership fit, and had qualified candidates interviewing inside the first week.
Six-hire growth sprint. A funded team needed multiple hires across sales and operations without burying managers in first-rounds. We ran parallel outreach, scheduled interview blocks, and kept weekly pipeline numbers so priorities stayed clear and decisions stayed fast.
Controller direct hire search. Confidential recruitment for a finance lead where “looks good on paper” was the failure mode. We screened hard on systems, close cadence, and stakeholder style, then aligned finalists to a structured interview plan.
“We stopped spinning our wheels and started interviewing people who could actually do the job.”
HR manager, a growing manufacturer
How this runs
Recruitment goes best when we agree on what “qualified” means, then keep the pipeline moving with clean screening, fast scheduling, and quick debrief decisions. You’ll always know what we’re seeing in the market and what we’re changing in response.
1. Intake and scorecard Days 1-2 We run an intake meeting to lock down the role scorecard: must-haves, nice-to-haves, dealbreakers, shift or travel realities, and the interview questions that actually test the work. We also confirm who approves the final hire and how quickly interview feedback will come back. 2. Sourcing and outreach Week 1 We build a target list and start outreach across the channels that fit the role, with messaging built around the real draw of the job. As responses come in, we screen for the factors that waste time later, like compensation fit, availability, commute, and the core skill the role lives or dies on. 3. Shortlist and interviews Weeks 1-3 We submit shortlists with screening notes that tell you what we verified and what to press on in interviews. We handle interview scheduling, prep candidates on the process, and collect debrief feedback so each round makes the next one sharper. If the slate is off, we recalibrate fast and adjust the search. 4. Offer to start date Weeks 2-6 We support offer management and close: compensation framing, start-date coordination, resignation timing, and the final checks you want completed before a start. For staffing, we also confirm onboarding details, time reporting, and who signs off each week so the first payroll run is clean.
Pricing
Pick the structure that matches how defined the role is today and how many hires you need to make in the same window.
Priced items
Get started
If you’re ready to open the search, we can book intake this week and start outreach right after the scorecard is signed off.
1. Sign this proposal to book the engagement. 2. Send the job description or your current notes on the role. 3. Join the intake call so we can build the role scorecard and start sourcing.
Signature
Fee summary
Payment
To book recruitment, we invoice 25% when you sign the proposal. The remaining 75% is invoiced when the engagement is complete. Every invoice is due within 14 days of its date.
Role alignment. We start with an intake and a role scorecard. We use that scorecard to screen and to write shortlist notes. If the target profile changes, we pause submittals until you confirm the updated scorecard.
Speed and timing. We can usually share initial screened candidates in Week 1 when we have the scorecard, pay range, and interview availability. If interview feedback or scheduling stalls, the timeline extends by the same amount.
Candidate screening. Our team runs the outreach, phone screens, and shortlist notes. We submit fewer candidates on purpose, with our screen notes attached, so interview time goes to people who match the scorecard.
Interview feedback. After each interview round, we ask for a simple debrief: yes or no, and the reason tied to the scorecard. We adjust outreach based on that feedback so Week 2 does not repeat Week 1.
Comp and pay range
We will flag where the market is landing based on responses to outreach and screens. You make the final call on pay range. If the range shifts mid-search, we update messaging and reset expectations on volume.
Changes in scope. This proposal covers one role unless your pricing line item states otherwise. If you add roles, change seniority materially, or add steps to the interview process, we will confirm the change in writing before continuing.
Offer and start date. We coordinate offer steps, acceptance, and start-date timing between you and the candidate. Final offer terms, background checks, and onboarding steps stay with you, and we schedule around your internal process.
Ownership and confidentiality. Anything you share with us for recruitment stays between our teams, and we treat candidate information the same way. Once fees are paid in full, you own the work product we produced for this engagement.
