Talent Strand

Technical and Specialist Recruitment

Engineers, IT staff, clinicians and licensed tradespeople all need a screening process built around the actual work. We build that screen with your hiring manager, then run every candidate through it before you see a shortlist.

Technical hires fail quietly. A software developer can talk through a system design and still miss the code review. A nurse can list a state license and still struggle with the unit's charting system. Our technical and specialist recruitment covers software, data and cybersecurity roles, mechanical, electrical and process engineers, nurses and allied health, and licensed trades and maintenance staff. We start with technical questions written with your hiring manager, then we check the specific license, certification, portfolio or code sample the role demands.

License and certification checks happen before any shortlist goes out. For a registered nurse, we verify the state nursing license. For a professional engineer, we verify the PE. For an electrician or plumber, we verify the journeyman or master license. For a truck driver, we check the CDL class and endorsements. Where a portfolio or code review matters, we ask for it early. You see candidates who have already cleared the bar you set.

When this is the right choice

  • You need a software engineer who can pass a live code review for the stack your team actually runs.
  • A hospital unit needs registered nurses with a current state license and experience with the same charting system.
  • Your plant needs a process engineer who can read P&IDs and handle a regulated production line without extra training.
  • A facilities team needs a master electrician who holds the right state license and can start on a plant turnaround quickly.
  • A trucking operation needs CDL drivers with tanker endorsements and clean records for multistate routes.

What we cover

  • Software, data and cybersecurity
  • Mechanical, electrical and process engineers
  • Nurses and allied health
  • Licensed trades and maintenance

How it runs

  1. Define the technical bar

    Your hiring manager writes the technical questions with us, covering the real tasks the role does on a typical shift.

  2. Screen against the bar

    We run every applicant through those questions plus any portfolio, code sample or work history review the role needs.

  3. Verify licenses and credentials

    We check the state nursing license, PE, journeyman or master license, CDL class and endorsements, or any other required credential.

  4. Shortlist qualified candidates

    You receive a shortlist of people who already cleared your technical screen and credential checks.

Questions employers ask

How do you write the technical questions?

Your hiring manager sits with us and writes questions tied to the actual work. We avoid generic interview prompts. The questions get used for every applicant before a shortlist is built.

Which licenses do you check?

We check whatever the role requires. For nurses, we verify the state nursing license. For professional engineers, we verify the PE, and for electricians and plumbers, we verify the journeyman or master license. For truck drivers, we check the CDL class and endorsements.

What if the role needs a code review or portfolio?

We ask for that material early, so you see the work before the interview. No one reaches your desk on credentials alone.

Can you fill technical roles in any state?

We work with employers in every state. License checks are state specific, so we verify the credential where the role sits.

Have a role to fill?

Send the job title, location and pay range. A recruiter will call you back to talk it through.

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