Contract
Add US-based capacity without adding permanent headcount, with the engagement on our paper.
The US-based talent you need, found fast and placed right.
Some roles belong on US soil, and for those, close enough isn't the goal - right here is. We find scarce US talent faster than a solo search can, place them on the terms your team already works with, and do it as part of a model built to put every role exactly where it performs best.
Placement
US-based
Talent that meets on-soil requirements without compromise.
Engage
3 ways
Contract · Contract-to-hire · Direct hire.
Agreement
US entity
On US terms your procurement team already signs.
Backed by
1995
A technology group operating since 1995.
01 · The problem
The strongest US candidates aren't answering job posts. They're already employed, hard to reach, and fielding three other offers by the time you find them. So the search drags, the role stays open, and the work lands on the people you already have.
And there's the quiet worry underneath: that you'll get tired of waiting and settle - hire the candidate who applied instead of the one who was right. That's the real cost of a slow US search. Not just time. The quality you compromise to end it. Needing a role on US soil shouldn't mean accepting a slow, shallow search.
02 · How we work
You don't need to run this search alone.
Finding and placing US-based talent is something we do every day - backed by a technology group operating since 1995, on a commercial structure your legal and procurement teams already know how to sign. Your agreement is with a US entity, on US terms. And you're not locked into one way of bringing a person on - pick the arrangement that fits the role.
Contract-to-hire
Work with someone first, then bring them onto your payroll once you know the fit is right.
Direct hire
We find and place the person, and they join your team directly from day one.
03 · Why onshore
When a role belongs in the US, onshore staffing solves three problems at once. This is where the real value sits.
US-based, done properly. The roles that have to be here, the scarce talent reached faster, and a far bigger pool than you'd reach alone.
01
The roles that have to be US-based
Security or compliance requirements. On-site presence. In-person client work. A seat that has to be in the room with your team. We staff these with US-based people who meet the requirement - without you compromising on the rest.
02
Scarce US talent, reached faster
The best US engineers are already working somewhere - not refreshing job boards. Finding people is what we do full time, so we move faster than a solo search can, without pulling your team off their actual work.
03
A far bigger talent pool
Your own network and job posts reach a thin slice of the US market. We reach much more of it - so you're choosing from a genuinely deep field, selecting for who's right rather than settling for who showed up.
04 · And when a role doesn't need to be here?
Not every role has to sit on US soil.
When one doesn't, nearshore gives you the same flexibility - contract, contract-to-hire, or direct hire - usually at a lower cost than an equivalent US hire, with engineers who work your hours and plug straight into your team. That's a fuller story than this page needs to tell. See how nearshore works →
05 · The plan
Getting started is three steps, not a leap.
People don't act when the path looks complicated. Here's the whole thing - no intake-form theater, no commitment to have the first conversation.
-
01 / Tell us the role
One short conversation.
The US-based role you're filling and how your team works. No commitment.
Step one -
02 / Meet your matches
Vetted, US-based candidates.
We bring you people who fit the role. You interview, you decide - contract, contract-to-hire, or direct hire, your call.
Step two -
03 / They join, you move
The work moves again.
Your new hire integrates into your team under a US agreement, and the roadmap gets going.
Step three
06 · The stakes
The cost of a search that drags.
When it drags
Leave a US role open and the work piles onto the people you already have, the roadmap slips, and your strongest person quietly starts looking. Wait long enough and you settle - hiring who applied instead of who was right, then living with it for years. A slow search doesn't just cost time; it costs the quality of the person you eventually hire.
What it looks like when it works
The role's filled by a US-based person who's genuinely right for it, reached in weeks instead of months, chosen from a deep field. Your team's back on the roadmap. Legal and procurement signed something familiar. And you never had to choose between filling the seat fast and filling it well - because you didn't run the search alone.
07 · FAQ
Questions buyers ask before the call.
If yours isn't here, the discovery call answers it in fifteen minutes.
01What kinds of roles do you staff onshore?
US-based IT and engineering roles across the board, with a focus on roles that need to be here: ones with security or compliance requirements, on-site presence, or in-person client work - plus any role where you simply want US-based talent. Engagement can be contract, contract-to-hire, or direct hire.
02How is onshore different from just using a recruiter?
Reach and speed. Finding US talent is what we do full time, so we get you in front of a deeper pool of qualified, US-based people faster than an internal search competing with your team's day job. And you can engage them however suits the role - not just as a permanent placement.
03Do you also offer nearshore talent?
Yes. Onshore is one half of our Borderless Workforce Model. When a role doesn't need to be US-based, nearshore gives you experienced engineers in your time zone, under the same US agreement and the same standard, usually at a lower cost. Our nearshore page covers how it works, or tell us the role and we'll help you decide.
04How does the contract work, and can I hire people directly?
Your agreement is with a US entity, on US terms. And you're not locked into one arrangement: contract to add capacity, contract-to-hire to try before you convert, or direct hire to bring someone onto your payroll from day one.
05How do we get started?
One short conversation. You walk through the US-based role you're filling, and we tell you what it'll take to fill it well, which engagement model fits, and how fast we can move. No commitment to have that conversation.
Tell us about the role you're filling.
Bring us the US-based role you're stuck on. We'll tell you honestly what it'll take to fill it well, which engagement model fits, and how fast we can get you in front of the right people. No pressure, no pitch to sit through.
Get Your Staffing Plan →
Prefer a person? our team · +1 (512) 853-9472