Cohort staffing for program ramps — where the requirement is a team on a date, not a résumé on a desk.
A ramp fails on the things individual requisitions never expose: a pipeline deep enough that you aren’t poaching from your own suppliers, screening capacity that doesn’t collapse in week three, onboarding and badging in batches, and immigration filed in parallel rather than in series. We’ve been doing this since 1985, when our first U.S. cohort supplied 350 engineers to a fighter-aircraft program.
A named team allocated to your ramp for its duration, not a shared queue, with weekly pipeline reporting against the plan.
Offers, background checks, badging and start dates coordinated in groups, so your program lead isn’t chasing individuals.
Sponsorship cases filed alongside domestic hiring, in-house, so international candidates don’t fall out of the cohort.
| Phase | What happens | What you get |
|---|---|---|
| 1 · Plan | Discipline mix, clearance requirements, site capacity, start-date waves and realistic rate bands. | A staffing plan you can hold us to. |
| 2 · Stand up | Dedicated sourcing team allocated, pipeline built ahead of the first wave. | Named team, weekly pipeline reporting. |
| 3 · Deliver | Waves of screened candidates, interviews scheduled in blocks, onboarding batched. | Cohort on site to the plan. |
| 4 · Sustain | Backfills, extensions, conversions and off-boarding as the program moves through its phases. | One account contact throughout. |
Job description, location, clearance level and start date is enough. We’ll tell you what’s realistic on rate and timeline before you commit to anything.
Job description, location, clearance level and start date is enough to start. We'll tell you what's realistic on rate and timeline before you commit to anything.
You’ll hear from a real person, not an autoresponder. If it’s urgent, call +1 877-878-2992.
