Not every search requires a full retained engagement. Direct hire is built for roles where you know what you need, the position is well-defined, and the window to fill it is short. We move fast without cutting corners.
We place senior individual contributors and first-level leaders across the functional areas that keep defense manufacturers running.
Operations Directors, Manufacturing Managers, Plant Managers, and Production Supervisors with cleared manufacturing experience.
EVMS-certified PMs, IPMD Program Managers, and Project Engineers managing complex government contracts.
Manufacturing-experienced Controllers with GAAP close ownership, cost accounting depth, and plant-level P&L exposure. No FP&A-only profiles.
Chief Engineers, Engineering Managers, and Systems Engineers in propulsion, avionics, structures, and defense electronics.
Business Development Managers and Capture Directors with DoD program knowledge and existing customer relationships in their sector.
Supply Chain Directors, Procurement Managers, and Subcontracts Administrators experienced in AS9100, ITAR, and DoD supply chains.
Direct hire moves quickly because we already know the candidate market. Most searches begin with names within 48 hours.
30-minute intake call. We capture the technical requirements, culture signals, comp range, and decision timeline. The brief is confirmed in writing before we source.
Active sourcing from our proprietary cleared candidate network and direct outreach to passive candidates. We don't post and pray.
3–5 screened, voice-assessed candidates delivered with a Search Intelligence Brief. You see the person, the context, and our take — not just a resume.
We coordinate schedules, prep candidates, and give you a debrief framework. You interview with clarity, not guesswork.
We structure the offer to close. Counter-offer management, resignation coaching, and start-date confirmation. We stay in until the candidate is seated.
Both models include full EXO service quality. The difference is engagement structure, exclusivity, and the level of strategic support.
Role is well-defined and scoped — no architecture work needed
Director-level and below with clear functional requirements
Timeline is tight and speed matters more than exclusivity
Compensation range is already benchmarked internally
Contingency structure works for your finance model
VP, GM, or C-suite hire with org-level consequence
Role has been open 60+ days or prior firms have failed
Exclusive engagement and full EXO focus is required
Role architecture, compensation benchmarking, or succession planning is part of the need
The cost of a mis-hire exceeds the cost of the search