Services

Direct Placement

Permanent placement for the engineering roles that stall your roadmap when they sit open. This is the core of Signal's work, across spaceflight, aerospace, nuclear, and hardware product development.

What that looks like:

A limited search load, so your role gets real attention instead of competing with fifty others on a desk.
A short slate of candidates who are qualified and actually interested, screened by someone who understands engineering rather than keyword-matching a resume.
Straight updates. You hear where the search really stands, including when the market is telling us something you need to act on.
A guarantee behind every placement. If a hire does not work out, we make it right.

Retained Search

Signal's premium engagement, for hires where the cost of getting it wrong is high: executive and leadership roles, confidential replacements, mission-critical positions, and standing up a team from scratch.

What retained buys you:

Single priority. Your search sits at the front of the line, with dedicated focus from kickoff to close. I limit and qualify retained searches so that focus is real, not a promise.
The full firm. Brandon and Britt both on your search until it's filled.
The full toolset, pointed at you. Every sourcing and research tool Signal runs, dedicated to mapping your market and reaching the people who are not looking.
Onsite when it helps. Local presence when you are nearby, limited travel when you are not, badged in as part of your team when that is how the work gets done.
One recruiter, start to finish. The person who runs your search is the person you talk to. No handoffs, no offshoring, no junior sourcer you never met doing the real work.
Built to work with your team. If you have internal recruiters, Signal works alongside them, not around them.
Guaranteed, like every Signal placement.

Consulting

When the challenge is the hiring function itself and not a single role, I advise directly.

Areas:

Recruiting strategy and systems. The tools, the process, and the outreach that actually gets responses.
Talent org design. How many leaders, recruiters, and sourcers a team your size actually needs, and how they should work together.
Building a recruiting team. Where to find strong recruiters, how to comp them, and how to train and keep them.

This comes from doing the work, not advising on it from the outside.