From workforce gap
to worker on-site
in four to six steps.
Four steps for domestic hires. Six for cross-border. Either way, your team evaluates candidates — we handle everything else.
From workforce gap
to job-ready hire
in six steps.
Domestic hires follow four steps: intake, sourcing, vetting, and placement. Cross-border hires add two more — an optional in-person visit and full visa coordination. Either way, we don't send resumes. We send vetted candidates who've cleared a technical screen, a credential check, and a reference check before you ever talk to them.
Intake & Scoping
A focused call — 30 minutes — to define the role and assess fit before anyone invests more time. We ask about the discipline, seniority level, required certifications or software, project type, site location, and when you need someone on-site. We work from a pipeline of engineers we've already vetted — so sourcing starts against people we know, not a cold search.
- Role scoping: discipline, experience level, software proficiency, any sector-specific certifications
- Project context: sector, location, expected duration, team structure
- Visa pathway confirmed based on your timeline and candidate nationality
- If cross-border hiring isn't the right fit for your situation, we tell you here — before either side commits
Candidate Sourcing
We search U.S. markets first. If the domestic pipeline can deliver a qualified shortlist within your timeline, it will. When it can't, we open cross-border sourcing across Mexico, Canada, Colombia, and Chile — engineers we've already credentialed and confirmed eligible for TN or H1B1 status. Either path, candidates are briefed on the role, compensation, and what relocation involves before they advance.
- Domestic search runs first — U.S.-based engineers, project professionals, and technical specialists
- Cross-border pipeline: Mexico, Canada, Colombia, Brazil, Peru, and Chile
- Candidates briefed on project context, site expectations, and relocation requirements upfront
- Only candidates who confirm genuine interest are advanced to shortlist
- Typical sourcing window: 1–2 weeks from intake
Vetting & Shortlist
Every candidate clears a six-step process before you see them. You receive a shortlist of 2–4 candidates with a written summary of each — credentials, screen results, and our honest assessment. Not a resume stack. If the shortlist isn't right, we go back and source again.
- Degree and credential verification against accreditation body records (CACEI, ACREDITA CI, or equivalent)
- Technical interview conducted by an engineer with relevant sector experience
- English proficiency assessed at B2 minimum — spoken and written, directly evaluated, not self-reported
- Reference checks with prior supervisors on comparable projects
- Work history verified for the past five years
- You receive a one-page summary per candidate: credentials, screen results, and our recommendation
In-Person Visit Cross-border only
Before visa filing begins, you have the option to meet your shortlisted candidate in person. We coordinate the visit end-to-end — travel, scheduling, and logistics — so your time with the candidate is spent on evaluation, not organisation. It's an optional step, but one that consistently turns a shortlist decision into a confident hire.
- Candidate travels to your site or a mutually convenient location for 2–4 days
- We coordinate flights, accommodation, and scheduling on both sides
- No visa action required for the visit — candidates travel on their existing documents
- Use the time however works best: a site walkthrough, working sessions with your team, or a structured technical assessment
- If you decide to proceed, visa coordination begins immediately after the visit
Visa Coordination Cross-border only
Once you select a candidate, we take over the immigration process entirely. We draft all required documents, coordinate review with licensed immigration counsel, and manage the process through approval. You sign where required — typically one document. We track status at every stage and alert you to milestones and any issues before they affect your schedule.
- TN: support letter drafted and counsel-reviewed; border crossing port selected based on approval track record; candidate briefed on crossing procedure
- H1B1: LCA filed with the Department of Labor; I-129 petition drafted and submitted to USCIS; consulate appointment scheduled and coordinated
- Premium processing available for H1B1 if timeline requires
- You are notified at each milestone — no chasing for status updates
Placement & Onboarding
Worker arrives on schedule with valid status. We stay engaged for 90 days as your compliance and HR contact — visa questions, renewal timing, anything logistical. One person to call. That doesn't end at placement.
For cross-border hires, our Soft Landing™ program runs alongside: pre-arrival orientation, housing and school resources, English support for the jobsite, and a 90-day check-in cycle to help the worker and their family settle — not just show up.
How long does it actually take?
Domestic search is the fastest path — intake to offer in 2–4 weeks. Cross-border timelines depend on the visa pathway: TN moves fastest, adjudicated at the border with no USCIS queue. H1B1 requires a federal filing but remains lottery-free.
Timelines are typical for well-scoped roles. Actual duration depends on candidate availability and employer response speed. We track every stage and flag delays before they affect your schedule.
Ready to build
your team?
Tell us about your project and workforce need. We'll respond within one business day with an honest assessment of how we can help.