A recruiter in your corner, at no cost to you.
We work for employers who pay us to find good people. That means our whole job is getting you hired somewhere you'll stay — and it means you never pay us a cent.
What working with us actually looks like.
Always free
Our fee is paid by the hiring company. You are never charged for placement, interview coaching, resume feedback or introductions — not before, not after.
Direct hire, not staffing
You're hired by the employer, on their payroll, with their benefits and their PTO from day one. We're not placing you as a temp and we're not your employer.
A human reads your application
No keyword filter deciding your future. A recruiter reads it, and if there's a fit you get a call — typically within two business days.
Roles that never get posted
A large share of what we fill is confidential or filled from our pipeline before it ever hits a job board. Being in that pipeline is the whole advantage.
Honest feedback
If you're not going to get the job, we tell you, and we tell you why. If your pay expectation doesn't match the market, you'll hear that too.
Your search stays yours
We never send your resume to a company without naming the company and getting your okay. Confidential searches stay confidential in both directions.
Five steps, start to offer.
Apply or send a resume
Apply to a specific opening, or send a resume without picking one and let us match you. Both go to the same place.
Intake call
Fifteen to twenty minutes. What you've done, what you want next, what you need to earn, how far you'll drive, and what would make you say no.
Submission
We present you to the hiring manager with context a resume can't carry — why you're worth the interview. You approve every submission first.
Interviews
We schedule, we brief you on who you're meeting and what they care about, and we chase down feedback so you're not left guessing.
Offer and start
We walk you through the offer, handle the awkward parts of negotiation, and stay in touch through your first weeks on the job.
How to give yourself the best shot.
None of this is required to work with us. It just makes the first call faster.
Put numbers on it
"Ran a 3-person maintenance crew across two shifts, cut unplanned downtime" beats "responsible for maintenance." Scale and outcome, not duties.
List your certifications plainly
CDL class and endorsements, RN/LPN license and state, welding certs, forklift, OSHA 10/30, EPA 608. Spell them out — hiring managers scan for them.
Name the equipment
Controls, machines, brands, software. "Haas and Mazak, Fanuc controls" tells a shop more in six words than a paragraph of general description.
Explain the gaps
Layoff, plant closure, caregiving, going back to school — one line is enough. Unexplained gaps get assumed; explained ones almost never matter.
Two pages is fine
For skilled and technical work, nobody is counting pages. Leaving out a relevant job to stay on one page costs you more than the second page does.
Keep the contact info current
The single most common reason a good candidate never hears back is a dead phone number. Check the top of your resume before you send it.
There's a brand in our group built for that.
LockLeed International is our veteran-focused staffing brand — same group, same openings, but the recruiters translate military experience into civilian job requirements as a matter of routine, and they know which of our clients actively seek out military hires.
You can apply through either brand. If you're transitioning out, separating soon, or your best experience is in uniform, LockLeed is the faster path.
Start with what's open.
Browse the live board, or skip it and send a resume — a recruiter will find the match either way.