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Professional & Technical Talent
One screening standard, whatever the role.
Information technology, engineering, scientific and technical, and professional and corporate roles. Every candidate is assessed against what the role actually demands rather than against a keyword list. For technology roles that means technical evaluation beyond the recruiter screen, with a Tricon practitioner involved where the role requires it.
Talent areas
Where we recruit.
Across the United States. We maintain employer registrations in the states where we place talent and add additional states as engagements require — which is what keeps placements on our own W-2 rather than pushed to a third party.
Technology is also where our IT consulting work sits, which is where the practitioner view on technology roles comes from. Every area carries the same screening standard, with sector-specific criteria behind each.
Information Technology
Product teams, and the large estates run by utilities, insurers and health systems where the stack is SAP, GIS and CIS as often as it is cloud-native.
Technical depth beyond the recruiter screen, with practitioner involvement where the role requires it. Stack depth rather than keyword match, and platform specificity — an SAP IS-U or CIS background is not interchangeable with generic ERP. Clearance and compliance constraints where they apply.
Contract and contract-to-hire for delivery and support teams, frequently multi-year on large estates; direct hire for architecture and security leadership.
Engineering
Plant, process and utility engineering, mostly where capital projects meet live operations and people have to work safely around running plant.
Discipline depth, project-phase experience from design through commissioning, and safety and permit-to-work familiarity. For utility roles, exposure to NERC CIP and outage planning.
Contract and contract-to-hire against capital programs and turnarounds; direct hire for reliability and planning roles clients intend to keep.
Scientific & Technical
Laboratory, quality and formulation talent for manufacturers and life-science operations, where a mis-hire shows up in a batch record.
Method and instrumentation familiarity, documentation habits, batch-record discipline, and comfort working inside an audited quality system.
Contract and contract-to-hire predominate, often backfilling a validation or scale-up program.
Professional & Corporate
The broadest of them. On a single utility account it has covered contact center staff, instructional designers and grant writers alongside the finance roles.
Systems fluency in the client's own stack, close-cycle and reconciliation exposure for finance roles, service-metric history for contact center roles, and portfolio evidence for instructional design and grant writing.
Contract and contract-to-hire across the function, often scaling a single account from one role into many.
Engagement models
Contract, contract-to-hire, direct, executive.
The commercial shape follows the need, not a standard agreement. Most accounts start on one and end up using more than one.
Scalable workforce for project-based or seasonal needs, with compliance and payroll handled. Contractors carry a two-week warranty — if the fit is wrong in the first fortnight there is no commercial obligation on you.
Evaluate on-the-job performance before a permanent offer. Offered in three-month increments — three, six, nine and twelve-month terms are the ones clients take most often.
Full-cycle recruitment for permanent, hard-to-fill positions. We work out the culture as well as the stack, because a technically correct hire who does not fit the team is still a failed search. Background packages are built to order: criminal, drug, employment and education verification, as many or as few as you want.
Confidential, targeted searches for leadership and niche roles, drawing on senior management’s own network, direct sourcing and established professional relationships. Assessed on career track record, executive-level experience, leadership, culture fit and strategic fit — not just the résumé.
What sits behind a search
A desk, or an operation.
Most of what determines whether a search lands happens before anyone opens a job board. A talent database that is actually maintained, recruiters who can hold a technical conversation, and compliance handled as routine rather than as an exception.
Sourcing
A proprietary talent database of more than 50,000 profiles, maintained in Oorwin, sits behind every search — so the first names you see are often people we already know, not a fresh keyword sweep. Pipelines refresh overnight through our India operations.
Qualifying
A dedicated interview panel, technical evaluation by a practitioner where the role calls for it, and references handled as part of the process rather than as an afterthought once an offer is on the table. The soft-skill read matters as much as the stack: a candidate who cannot hold their own in your team is not a placement, whatever the résumé says.
Compliance & cover
Background and drug screening, employment and education verification, and insurance coordinated before day one. Ninety per cent of placements are W-2 — it costs us margin and removes a class of worker-classification risk from you entirely. Hires carry warranty support.
How a search runs
From intake to onboarding.
The same sequence runs whether the candidate is going to your team or to one of our own delivery engagements. The technical screen is where most of the time goes.
A call with the hiring manager, not a form. Scope, must-haves, rate range and start date, agreed before anyone sources anything.
Pipelines refreshed overnight by our own offshore team in India, so the shortlist is current rather than whatever sat in the database.
Assessed against the role, with a practitioner on the call where the role requires it. Roughly fifteen candidates assessed for each one that moves forward.
A shortlist inside 48 to 72 hours on four reqs out of five, each candidate with a written assessment rather than a forwarded résumé.
Background, drug screening and insurance coordinated before day one. W-2 in 90% of placements.
Next step
Tell us what you need — people, or the work itself.
A role to fill, a platform that no longer fits, a backlog that is not clearing, a roadmap that needs a second opinion. You will deal with someone who can make decisions on the account, not a queue.