Five steps. One fixed point.

We sit with your engineering leaders and the hiring manager until we can tell a strong yes from a polite maybe — the exact same line your loop draws. We leave with a scorecard, a comp band, and the real story of why someone great would say yes to this team.

• Role scorecard + leveling
• Comp + equity range
• The honest sell (and the hard parts)

The best engineers aren’t refreshing job boards. We map the market, write outbound that an engineer would actually answer, and work referrals inside the local network we’ve spent years building.

• Full market map
• Outbound that gets replies
• PNW + remote talent pools

Before anyone touches your engineers’ calendars, they clear a real technical screen and a motivation check with us. Level confirmed, interest confirmed, dealbreakers surfaced — so your loop only ever meets live candidates.

• Technical screen
• Motivation + timing check
• Level confirmation

You get three to five people you’d genuinely hire — each with notes on what they’ve built, why they’d move, and where they’d land on your ladder. A shortlist you can act on, not a pile you have to dig through.

• 3–5 calibrated candidates
• Written context per person
• Ranked, with our read

We run the offer like a deal. Counteroffers, competing processes, start-date logistics, the quiet doubts that surface at 11pm — we manage all of it so the yes you earned stays a yes.

• Offer strategy
• Counteroffer defense
• Through to start date