Senior expertise. Embedded execution. Named tools.
Strategy and execution — not just one or the other. Every engagement is scoped to what you actually need, built by someone who has done this work inside organizations that can't afford to get it wrong.
Cleared & DoD Recruiting — Where the Industry Fails
Zero competitors combine cleared technical depth, AI-native sourcing, ATS build capability, and OFCCP/AAP compliance expertise in a single fractional engagement. The combination doesn't exist at the firm level. It exists here.
Average TTF on cleared technical roles: 12+ months industry standard → 25 days with Hire Up Resources. That gap is the value of cleared network, cleared-specific tooling, and 20+ years knowing exactly where cleared talent moves and why.
Fractional TA
Monthly embedded recruiting partner. Full-cycle — brief to offer. Senior-level execution without the full-time overhead or agency markup. Priority access, dedicated hours, consistent partnership.
Cleared & Executive Search
Senior, technical, cleared, and executive searches. TS/SCI and cleared technical roles where the general market fails. Fully retained. No contingency. No shortcuts. 25-day average TTF where others quote 12 months.
AI-Enabled Sourcing & TA Infrastructure
Active use of HireEZ, SeekOut, Gem, Paradox/Olivia, and Make — named tools running in live workflows, not a capabilities slide. ATS implementation acros(the iCIMS, Greenhouse, Loxo, Bullhorn, and Workable. Workflow automation, SOPs, and adoption protocols your team actually uses.
HR On Call
Day-to-day HR support, employee relations, compliance, and ad hoc guidance — without the cost or commitment of a full-time HR hire. Fractional HRBP embedded into your business.
People Operations
Onboarding systems, ATS setup, comp benchmarking, policies, handbooks, and processes — the infrastructure that makes HR actually function at scale. Built to last, not to be rebuilt every 18 months.
Employer Brand Foundation
Careers pages, JD rewrites, candidate experience design, and interview reputation — built so the best candidates say yes before you ask. Audit-first, not assumption-first.
Three buyer types. All underserved by firms.
The common thread: hiring situations where the standard playbook doesn't work and the person showing up needs to know what they're doing from day one.
Defense Contractors & GovCon
DoD programs, cleared technical roles, GovCon proposal staffing, and OFCCP/AAP compliance. Average cleared technical TTF of 12+ months at agencies vs. 25 days here — because the cleared network, sourcing tools, and program knowledge are already in place.
Growth-Stage Tech & Startups
Seed through Series B companies scaling from 30 to 200+ people. No TA infrastructure, no scalable process, hiring manager confidence problems. Need a senior partner who builds the function — not just fills reqs.
Mid-Market Teams in Transition
A people leader just departed. A hiring push is coming. An acquisition is closing. Situations where the organization needs senior fractional coverage immediately and can't wait for a 90-day permanent hire process to close.
Proven capabilities. Not vendor lists.
Every category below is in active use across engagements. Tool selection is always scoped to your existing stack first — the goal is what matters, not the brand name on the software.
Three tracks. Priced for the work you actually need.
Search & Placement for defined roles, an Embedded Partnership for ongoing capacity, or Build & Optimize to rebuild the function itself. Flat-fee searches start at $5,000, monthly retainers at $3,500, and every engagement is scoped before it begins.