Precision recruiting for aerospace, defense, space, and advanced manufacturing.
I help engineering, program, and operations leaders hire the people who move schedules, programs, and products forward — and build hiring systems that stay solid when demand spikes.
Focused recruiting for roles where mis-hires hurt schedules, performance, customer trust, and revenue.
- Engineering & technical leadership
- Mechanical, electrical, systems, and test
- Program & project management
- Operations & manufacturing leadership
- Business development & strategic accounts
Most teams don’t just have a hiring problem — they have a process problem. We fix the system, not just the single search.
- Intake & role definition grounded in real work
- Interview structure, scorecards & decision paths
- Compensation, offer framing & close strategy
- Market clarity so expectations match reality
Build hiring engines that hold up when calendars are full and priorities shift.
- Consistent outreach & candidate communication
- Decision paths leaders actually follow
- Dashboards that support decisions, not distract
- Playbooks & training for internal teams
Retained search for confidential, urgent, or leadership roles. Engaged / container search for high-priority technical roles with shifting internal demands. Every engagement includes advisory, interview support, and compensation strategy.
Commercial and defense aerospace, avionics, propulsion, power systems, interiors, and flight-critical components.
Mission systems, ruggedized electronics, embedded systems, C5ISR, secure manufacturing, and DoD-focused technology.
Launch vehicles, spacecraft, payload, GNC, in-space systems, test, sensors, and spaceflight hardware.
Precision machining, complex assemblies, automation, test & integration, and industrial equipment manufacturing.
Battery systems, renewables, grid tech, industrial power, and reliability-focused engineering teams.
Support for confidential, ITAR, and export-controlled environments, including teams working on classified programs.
Engineering leadership for a defense supplier
A defense electronics supplier had spent four months searching for the right engineering leader. I delivered a shortlist in 27 days; they hired within a week and stabilized a slipping program.
Business development in aerospace electronics
An aerospace electronics group needed BD leaders who could sell integrated systems, not just components. Two key hires in 45 days, and the partnership expanded to additional roles and divisions.
Program management in regulated manufacturing
A regulated manufacturer needed a PM who could own delivery and customer communication. Shortlist in 16 days; customer satisfaction and on-time delivery improved the next quarter.
Long-term partnership: 30+ hires
One client partnered with me over multiple years for more than 30 hires across engineering, operations, and leadership — driving meaningful impact through program success, schedule recovery, and revenue.
Confidential and sensitive work
I’ve supported hiring across confidential and controlled environments. Discretion, compliance, and controlled communication are built into every engagement.
Clients I’ve supported
Tier 1 aerospace suppliers, defense electronics companies, spaceflight hardware manufacturers, precision machining & fabrication shops, dual-use emerging tech, primes & system integrators, robotics and automation companies, and energy & industrial manufacturers.
Every candidate is vetted for capability, trajectory, and risk before you ever see their name. No noise. No filler.
Alignment first: expectations, messaging, compensation, and decision path are locked before outreach begins.
Evaluation based on what candidates have owned, delivered, and led — not just how polished they sound in an interview.
High-trust, senior-led work — not vendor behavior. You get straight communication and real accountability.
Real conversations, honest framing, and outreach that respects engineers and technical leaders.
Job framing, risk assessment, calibration, compensation strategy, closing — every detail executed intentionally.
A few years ago, I placed a strong mechanical engineer at an aerospace manufacturer — great foundation, even stronger mindset. They took ownership of tough builds, earned trust, and quickly moved into bigger roles.
Eventually they stepped into leadership. The full-circle moment came when they reached back out — now as a hiring manager — asking me to help build their team.
We made the next hire together, and the impact was immediate: better throughput, tighter communication, and fewer late nights recovering schedules.
This is the long-term multiplier effect. That’s the Exo Way.
I’ve spent the last decade recruiting across aerospace, defense, space, energy, and advanced manufacturing — partnering with leaders who own real outcomes, not just headcount.
I built Exo Talent Partners to be the opposite of the high-volume recruiting experience: no noise, no guessing, and no dumping resumes. Just clear expectations, honest communication, and searches that actually move the needle.
“Exo” refers to the external layer that strengthens what’s inside. That’s how I work — external clarity and pressure-tested hiring support that makes your internal teams stronger.