For Employers

Hire people
who’ll actually stay.

Most recruiters send resumes. We build teams. The difference shows up years after the placement — in retention, in performance, in the people you wish you’d hired sooner.

Start the Conversation

Our Services

Four ways we help you hire.

Whether you need a CEO or a contract developer, the process is the same: we understand your business, find people who fit, and stand behind the match.

Executive Search

Leadership hires that set the direction for years, not quarters. For C-suite, VP-level, and high-impact leadership roles where the wrong pick costs you more than the search fee ever will. Retained engagement, exhaustive vetting, full confidentiality.

Contingency Recruiting

For mid-level and specialized roles where speed matters but quality can’t slip. You pay when we place — which keeps us aligned with you from the first conversation. We work fewer roles at a time so each one gets real attention.

Staffing

Contract and contract-to-hire talent for teams that need to scale up or down without the overhead. We maintain a network of vetted professionals who can step in quickly and deliver from day one — no extended ramp, no guesswork.

Tech Recruiting

Engineers, product managers, designers, and technical leaders who build what’s next. We speak the language, understand the stack, and know the difference between someone who interviews well and someone who ships.

How We Work

Five steps. No shortcuts.

The best placements aren’t lucky — they’re engineered. Here’s how we get there, every time.

Discovery

We start by learning your business — not just the job description. Your culture, your goals, the real problem this hire is meant to solve. If we don’t understand it, we can’t sell it to the right person.

Search

We hunt. We don’t wait for inbound applications and we don’t just post to job boards. The best candidates are usually employed, which means they have to be found and convinced — not just contacted.

Vetting

We screen for fit, not just skills. Skills get you through year one. Fit is what makes year three. We dig into motivation, working style, and whether this role is actually a step forward for them — because misalignment shows up eventually.

Introduction

You get a short list — not a flood. Typically three candidates, each with context on why they’re here and what to ask. We coordinate logistics so the process moves fast without feeling rushed.

Follow-through

The work isn’t done at the offer letter. We check in with both sides in the first 30, 60, and 90 days to catch issues early and make sure the match holds. That’s how we stay accountable for the outcome, not just the hire.

Why NewStandard

What’s different here.

You get three candidates, not thirty.

We don’t flood your inbox to look busy. A short list, well-chosen, respects your time and produces better decisions. If we send you someone, we think they can do the job.

We carry fewer searches.

Most recruiters juggle twenty roles at once and none of them get real attention. We deliberately carry a lighter load so each search gets the time it deserves — yours included.

We represent you honestly.

Candidates can tell when a recruiter is reading from a script. We take the time to understand your story so we can tell it the way it should be told — which is how top candidates get excited in the first place.

We stay in after the hire.

The placement isn’t the finish line. We follow up with both sides through the first 90 days, because early friction is easier to solve than late regret — and because we want the outcome, not the commission.

Let’s talk about who you need to hire.

Tell us the role. We’ll tell you honestly whether we can help, what it’ll take, and what to expect.