Pick the depth: a single retained search, a full embedded recruiting function, fractional leadership, or scaled offshore. Every engagement runs through the same robotics-and-AI specialist desk.
When you're scaling fast and don't want to build a full TA org, we drop one or more recruiters inside your hiring process — using your ATS, your panels, your Slack, your standups. They're ours; they look like yours.
Founding engineers. VP-level autonomy leads. The first hire on a new perception team. When the cost of a bad hire is six months of runway, we run a structured retained search — depth over speed.
Sometimes you need a Head of Talent for ten hours a week, or a Head of Autonomy to advise on org design before you commit to a full-time hire. Our network includes operators who've already done the job at well-known robotics and AI companies.
Not every role belongs in HQ. Annotation ops, ML eval pipelines, data engineering, robotics back-office, MLOps — all run beautifully out of Manila at 50–70% of US cost. We hire, train, and manage. They feel like your team.
We've run this enough times to make it boring. Most clients see qualified candidates inside the first week and a finalist slate in the second.
Role intake, comp benchmarking, scorecard, screening rubric. We meet your hiring panel.
Pipeline live. Outbound, network activation, technical phone screens, calibration syncs.
First qualified candidates onsite. We tighten the rubric weekly based on real signal.
Comp strategy, offer mechanics, counteroffer support, references, start-date land.
One call gets you a realistic comp band, a candidate-density read, and a recommended engagement model. No fee, no obligation.