01
Technical recruiting
Backend, platform, infrastructure, product, implementation, customer engineering, and other roles where understanding the work matters.
Independent recruiting support for hard-to-fill roles
Recruiting without the agency circus.
Staffing Simplified helps companies find high-signal talent through direct sourcing, honest candidate representation, and lean recruiting support built around speed, clarity, and trust.
What I do
Practical recruiting help for roles that actually matter.
This is not resume forwarding dressed up as strategy. It is targeted recruiting support for companies that need better candidates, cleaner communication, and a partner who can move without hiding behind layers.
02
Hard-to-fill searches
Targeted outbound for roles that have stalled, gone stale, or never should have been dumped into a generic agency queue.
03
Candidate briefs
Clear, anonymized talent snapshots that show fit, motivation, compensation, and risk before anyone wastes a calendar invite.
Why it works
Most recruiting problems are not mysterious. They are messy.
The fix is usually better intake, sharper targeting, honest candidate calibration, and fewer people touching the process just to justify a fee.
Built by a recruiter who has actually carried reqs, hiring managers, and outcomes.
I have worked inside high-growth teams, supported technical hiring, partnered directly with leadership, and built recruiting systems where agency spend was not the default answer.
✓
Direct accessYou work with the person doing the search, not a salesperson handing notes to someone else.
✓
Clean candidate representationNo vague hype. You get why the person fits, where they may not, and what needs to be validated.
✓
Lean pricingLess overhead means less nonsense. The model is built to make strong recruiting more accessible.
✓
Technical fluencyEnough depth to understand the role, ask better questions, and avoid sending obvious mismatches.
How it works
A simple process that respects everyone’s time.
The goal is not to create recruiting theater. The goal is to understand the role, map the market, surface qualified people, and help you make a confident decision.
01
Intake
We get clear on the role, team, must-haves, compensation, blockers, and what actually makes someone successful.
02
Target
I build a focused search strategy instead of spraying the same tired LinkedIn message at everyone with a keyword.
03
Calibrate
You get a tight read on market response, candidate quality, compensation realities, and whether the search is viable.
04
Deliver
Qualified candidates are presented with concise context so your team can move quickly and avoid wasted interviews.
Ready when the role is real
Send me the search that keeps sitting on your desk.
If the role is important, hard to explain, or too valuable to hand to a generic agency queue, send it over. I’ll tell you quickly whether I can help.