Recruiting is broken.
We fixed it.
TRS is an embedded talent partner for technical companies that need to hire well, fast, and without building an internal recruiting team. We provide a proprietary infrastructure and pipeline managed by seasoned recruiting experts.
Trusted By
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"TRS gave us finalists in 5 days. Faster than our internal team. Filtered down from 250 candidates."— Abby W., HR Executive
What TRS Actually Is
Not a Standard Recruiting Agency
Most firms send you a stack of resumes and wait for a check. TRS runs your entire hiring process — intake, sourcing, scoring, screening, coordination, offer negotiation — on infrastructure we built from scratch. You do not manage us. We report to you like an internal team.
We built our own end-to-end platform because the tools that exist were not built by people who understood recruiting. Ours is. Every candidate we submit has been auto-sourced, scored against a custom model built from your actual requirements, and personally screened by a senior recruiter with decades of domain experience.
The result is more time to focus on your business. Let us labor over the details. Just make the final critical decisions.
Case Studies
The software handles volume. The humans handle judgment. Every submission reflects both.
Who We Serve
Built for a Specific Situation
TRS works best for a specific kind of company. The industry varies. The situations do not.
Your roles require real domain knowledge
A generalist recruiter would not know a strong candidate from a weak one. The role has technical depth, specialized credentials, or niche experience that most firms have never sourced for.
You have no dedicated recruiting function
A founder doing their own hiring, one HR person managing ten other things, or nothing at all. Hiring is falling on someone for whom it is not the primary job.
You have real revenue and real urgency
An unfilled role has a direct cost to the business. You are not on a long runway waiting to see what happens. The right hire matters and so does the timeline.
You are weighing a full-time recruiter hire
If you are about to post a Director of Talent Acquisition, talk to us first. The math usually favors a retained partner over a salaried hire before you reach consistent high volume.
You have been burned by a firm before
You paid a retainer or a placement fee and got a stack of irrelevant profiles. You know what bad looks like and you are not interested in repeating it.
You need executive or leadership search
High-stakes hires where the wrong call sets you back a year. vCISO, CISO, Head of Engineering, Head of Sales, founding team roles. We have placed them.
Domain Depth
We Know These Worlds
These are the domains where we thrive, with direct experience, closed placements, and the knowledge to uniquely evaluate candidates.
Cybersecurity and compliance services
SOC 2 auditors, vCISO providers, penetration testing firms, FedRAMP consultants. We know the difference between a SOC analyst and a SOC 2 auditor. We have filled both.
Defense and government engineering
Systems engineers, RF and radar specialists, ISR software developers, and defense-adjacent technical roles. Highly specialized candidate pools that generic sourcing cannot reach.
Deep tech and hardware
ML engineers, computer vision specialists, embedded systems, signal processing. Roles where the technical bar is high and the candidate pool is small.
Technical B2B services
Engineering services and professional services companies where every hire needs to understand the domain they are delivering into.
GTM for technical companies
Sales, CS, and BD roles where the product or service requires real explanation. Domain-fluent candidates who can have the conversation from day one.
Executive and C-suite search
Leadership hires across all of the above. High-stakes searches with structured evaluation and full screening reports.
Model Comparison
Run the Numbers
The decision most growing companies face is not TRS versus another firm. It is TRS versus hiring someone full-time. Here is what that actually looks like.
| Internal recruiter | Contingency agency | TRS retained | |
|---|---|---|---|
| Annual cost | $90–115k salary + benefits + ATS tools | $15–25% per hire (~$20k per $100k role) | Starting at $5k/mo |
| Roles per year | 15–25 avg. | Unlimited but expensive at scale | Unlimited active roles |
| Ramp time | 60–90 days to full productivity | Fast to start, no process ownership | Same day |
| Pipeline visibility | ATS dependent | None | Real-time, full funnel |
| Data ownership | Yours | They own the candidate relationship | Yours — full access and export, always |
| Culture depth | High over time | Low — generalist sourcing | High from day one |
| Avg. time to hire | 40–60 days | 30–45 days | 21 days |
| What happens if hiring slows | Fixed cost regardless of volume | No cost, no continuity | Pause or adjust — no long-term lock-in |
If you are hiring 6 or more people a year, contingency fees compound fast. If you are not yet at consistent volume, a full-time recruiter salary is hard to justify. TRS sits in that window — embedded expertise, full process ownership, at a fraction of the overhead. When hiring slows, you are not carrying a fixed cost.
What You Get
Everything That Goes Into a Hire
Every engagement includes the full stack.
Deep intake, not a job description hand-off
We extract the real job from a 30-minute conversation — must-haves, soft signals, red flags, culture context. No JD required. We write it.
Real-time pipeline visibility
You see every candidate we have sourced, scored, and screened — not just the ones we decided to show you. Full funnel, full transparency, always.
Scored shortlists with written rationale
Every submitted candidate arrives with a multi-dimensional scorecard, a full screening call report, and a clear recommendation. You interview with context.
Senior screening calls
Every candidate is personally interviewed by an experienced recruiter before reaching you. Structured evaluation across technical fit, domain knowledge, culture signals, and communication.
Candidate ownership and data
All pipeline data, conversation history, and candidate records belong to you. Full export at any time. Nothing is held hostage.
Offer management and coordination
We handle scheduling, candidate communication, offer structuring, and negotiation. You show up to final interviews and make decisions.
Slack or client portal integration
We work inside your existing communication setup. No new tool to learn. Status updates, submissions, and questions flow through wherever works for you.
60-day replacement guarantee
If a placed candidate does not work out within 60 days, we replace them. We stand behind the work.
The Platform
Software helps us focus on what matters
The value of our infrastructure is not the technology. It is that the technology handles the operational work — sourcing volume, scoring, outreach, pipeline tracking — so the recruiter can focus entirely on judgment, culture read, and finding the right person for this specific team at this specific moment.
Every intake call, email, and Slack message is synthesized into a weighted scoring model specific to your role — including the things you mentioned once in passing.
AI-DrivenCandidates are sourced and scored against your synthesis, not generic keywords. The system works across thousands of profiles before a human ever reviews one.
AI-ScoredMulti-touch sequences built from the req synthesis and personalized per candidate. Managed across LinkedIn, email, and SMS with full response tracking.
AI + HumanEvery candidate conversation — across every channel — lives in one place. Nothing falls through the gaps.
AI + HumanA senior recruiter conducts structured interviews with questions built from your synthesis. Scored across five behavioral dimensions with a full written report.
Human-LedCandidate arrives with an AI-scored profile, a human screening report, and a recommendation. You have everything you need before the first interview.
AI + HumanRoles We Know
Roles Most Firms Cannot Fill
Thirty years of experience placing technical and GTM talent across specialized industries. These are the roles where domain knowledge is the difference between a good search and a wasted one.
Security Leadership
- vCISO
- CISO
- Head of Cybersecurity
- Security Advisor
- Director of Security
Compliance and Audit
- SOC 2 Auditor
- FedRAMP Consultant
- GRC Analyst
- Compliance Manager
- Penetration Tester
Defense and Engineering
- Systems Engineer
- RF Engineer
- Signals Processing Engineer
- ISR Software Developer
- Algorithm Engineer
Technical Engineering
- Head of Engineering
- Founding Engineer
- ML Engineer
- Computer Vision Engineer
- Data Engineer
GTM for Technical Companies
- Head of Sales
- Account Executive
- Customer Success Manager
- SDR
- Partnership Manager
What Clients Say
from our partners
Founders, hiring managers, security leaders, and placed candidates.
“Best recruiter I have worked with”
“I feel great about the role”
“The best match I have had so far”
“The first time a firm actually delivered”
“The most thoughtful process I have experienced”
“The best partner relationship we have had”
Engagements
How We Engage
Our primary model is retained. It is where we do our best work and where clients see the most value. We offer contingency for a limited number of well-defined roles. Not sure which fits? We will tell you on the first call.
The full TRS experience. Unlimited active roles, dedicated team, full pipeline management, real-time visibility, and ongoing partnership. This is how we operate as your embedded talent function. Starting at $5k/month.
The Process
Here Is Exactly What Happens
What the first days of an engagement actually look like.
We Talk
One call. We align on the role, your team, and what a great hire actually looks like. You sign the intake agreement and we get to work the same day. No JD required — we write it.
Same-day start.
We Build
TRS integrates into your Slack or gives you access to our client portal. Full pipeline visibility from day one. You see every candidate, every score, every note — nothing filtered before it reaches you.
Full visibility from the start.
You Hire
First shortlist in under 9 days. Every candidate arrives with a scorecard, screening call report, and a clear recommendation. We handle all coordination and offer negotiation.
Avg. time to hire: 21 days.
Common Questions
The Hard Questions
What people actually want to know before getting on a call.