All candidate identities are confidential. Full details shared only with verified employers. The profiles featured on this page are pre-screened engineering and technical professionals currently open to new opportunities. Each engineer has been screened on a recorded recruiter call, has had credentials and references verified, and has confirmed in writing that they want to explore. We do not publish names, current employers, or other identifying details on this public page; full profiles are released to verified employers after a brief intake call.
Engineering hiring is bidirectional. Candidates evaluate employers as much as employers evaluate candidates. By featuring a small slice of our actively-open engineering bench, we let employers see the kind of talent we represent and we let candidates see the kind of opportunities we generate. This page is intentionally narrow: it represents engineers we are actively championing, not the full database. The full bench is much larger and includes engineers who prefer not to be shown publicly even with anonymized profiles.
Before any engineer appears on this page, our recruiters complete a structured screening process. The process includes: a 30 to 45 minute recorded recruiter call covering technical scope and motivations; verification of degrees, certifications, and licenses (PE, PMP, AWS, CISSP, CCNA, and others as relevant); confirmation of work authorization and any active U.S. security clearance; documentation of comp expectations, location flexibility, and acceptable work models (remote, hybrid, onsite); and reference calls with at least two prior managers or technical leaders. Engineers are featured only after this screening is complete and the engineer has explicitly authorized us to represent them publicly in anonymized form.
Engineers featured here span the full range of disciplines and seniority levels we recruit. Common profiles include software, hardware, mechanical, electrical, civil, industrial, systems, firmware, DevOps and SRE, data engineering, and engineering leadership. Seniority ranges from senior individual contributor (5 to 10 years) up through staff and principal engineers, engineering managers, directors, and executive engineering leaders. Each featured profile lists the candidate's discipline, years of experience, location, certifications, and the specific kinds of roles they are open to.
If a featured profile matches a role you are working on, contact the recruiter listed on the profile card by phone or email. We complete a brief intake on the role and your company, confirm comp range and timeline, and then release the full profile (resume, recorded recruiter screen, and any work samples the candidate has shared). From there we arrange an introductory call between you and the candidate, manage interview scheduling, and run the rest of the process the same way we run any retained or contingency search.
We treat candidate confidentiality as foundational. We do not publish names, current employers, current cities (only metro region or state), or any detail that would let a casual reader identify the candidate. Candidates have the option to be removed from this page at any time without notice. We never share resumes, recorded screens, or contact information with employers who have not first completed an intake call with us. Engineers who ask us to block specific employers (their current company, a spouse's company, a competitor) have those blocks honored for the life of the relationship.
The featured profiles on this page represent only a small fraction of the engineers we actively represent. Most of our placements come from custom shortlists built specifically for an employer's open requisition. Tell us about the role you are hiring for — must-have technologies, nice-to-haves, comp band, equity, location and remote policy, interview loop, and decision timeline — and we will build a custom shortlist of engineers who match. Custom shortlists for mid-level individual contributor roles are typically delivered within 5 to 10 business days. Senior, staff, principal, and engineering leadership shortlists generally take 2 to 4 weeks.
Engaging an engineer through an anonymized profile is no different from engaging any other passive candidate, with one practical caveat: the candidate has explicitly opted in to being represented and has already had the conversation about motivations, comp, and timeline. That tends to make the early stages of a search faster than reaching out cold. It does not change anything about the interview loop or offer process — those run the same way they would for any candidate.
All candidate identities are confidential. Full details shared only with verified employers. We protect candidate privacy because most of the engineers we represent are currently employed and exploring quietly.
Every featured engineer has been screened on a recorded recruiter call, has had references and credentials verified, and has confirmed in writing that they are open to new opportunities at the seniority and location stated in their profile.
Email or call the recruiter listed on the profile card. After a brief verification of your company and the role, we share the full resume, recorded screen, and arrange an introductory call.
Yes. The featured candidates here represent a small slice of our active engineering bench. Tell us about your role and we will build a custom shortlist of engineers who match your stack, seniority, comp band, location, and culture.
It depends on the candidate. Each profile lists the placement types the candidate is open to (permanent, contract, contract-to-hire). Many engineers are open to multiple models depending on the role.