Mechanical, electrical, civil, structural, and chemical engineering talent across product, infrastructure, and industrial. We recruit engineers, not buzzwords.
Where we focus inside the engineering space.
Engineering Directors, VP Engineering, Chief Engineers
Project Engineers, Project Managers, Lead Engineers
Design Engineers, CAD/CAM Specialists, Designers
Manufacturing Engineers, Process Engineers, Industrial Engineers
Quality Engineers, Reliability, Test Engineers
R&D Engineers, Product Development, Innovation
The sub-specialties we recruit across in engineering.
A candidate-centric approach that ensures alignment not just in technical depth — but in values, motivations, and long-term fit with the engineering culture, the team, and the problems you are actually solving.
Examine the systems built, problems solved, decisions made, and the patterns that predict how a candidate will perform on your stack and with your team.
Surface how a candidate thinks about quality, ownership, collaboration, and what they will not compromise on — including how they handle a hard call when no one is watching.
Understand what is driving the move. Scope, technical challenge, comp, growth, leadership track — and whether your role offers it.
Pinpoint depth in the specific languages, frameworks, domains, and engineering disciplines your roadmap actually requires.
Comp, equity, remote flexibility, growth trajectory, team structure — the realities that determine whether someone takes the role and stays.
Technical depth is table stakes. A misaligned engineering hire shows up in velocity, code quality, and team morale — and most of the damage happens in the parts of the job that don't show up in an interview. The resume tells you what they have shipped. It does not tell you how they handle the messy parts.
We screen for the technical realities — systems built, scale handled, stack depth, language fluency — and then we do the harder work: how they handle disagreement on architecture, what they have walked away from, what they own when a project goes sideways, and whether they will work the elegant parts AND the messy ones on your roadmap.
Engineering fit is also about how someone works inside a team, and that is hard to read off a resume. The strongest engineers lift the people around them — they mentor without condescending, give a code review that makes the work better instead of just slower, and disagree on design without making it personal. We take the time to understand how your team builds, what your culture rewards, and where your roadmap is heading, so the person we send strengthens the team rather than just adding a seat.
And we do not disappear once the offer is signed. The first 90 days reveal whether an engineering hire will truly stick — whether they ramp on the codebase, earn the team's trust in review, and start shipping with real ownership instead of waiting to be told. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you bet on becomes the engineer your team relies on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.