Brief before sourcing
Your search starts with the work, required evidence, compensation, location, and interview plan.
Senior-led technical recruiting
Hire technical specialists who can own the work.
Crosscheck recruits AI, software, ERP, data, cloud, and security professionals. A senior search lead runs the intake, specialist recruiters support the search, and TalentCube organizes candidate evidence before presentation.
Contract, contract-to-hire, and direct hire across the United States and Canada.
TalentCubeRecruiter review workflowCOMPLETED BRIEF
Senior ML Engineer · Remote · $180–220k
Production PyTorch · LLM evaluation · platform ownership
Evidence organized for recruiter review
AKAlex K. · Senior ML EngineerProduction model ownershipComp aligned
RJRiley J. · Platform ArchitectGPU and Kubernetes scopeClarify travel
DMDana M. · MLOps EngineerDeployment and observabilityLocation aligned
Illustrative profiles. A senior recruiter reviews each candidate before presentation.
6 roles liveacross the US and Canada
Evidence with each introduction
Candidate presentations identify relevant work, alignment, gaps, and questions for the interview.
Senior-led, team-backed
A senior search lead owns the relationship while specialist recruiters support sourcing and qualification.
TalentCube decision summary
TalentCube organizes brief alignment and candidate evidence for recruiter review before presentation.
Three practices, one accountable search team.
Crosscheck assigns recruiters by platform and role. Your senior search lead keeps the brief, feedback, and interview plan consistent across the engagement.
AI, ML & Software Engineering
AI and ML systems, product engineering, platform software, full-stack teams, and technical leadership.
Explore the practiceERP & Enterprise Applications
SAP, Oracle, Workday, Microsoft Dynamics 365, Salesforce, NetSuite, and program delivery.
Explore the practiceData, Cloud & Security
Data platforms, DevOps, SRE, cloud infrastructure, cybersecurity, GRC, and technical leadership.
Explore the practiceThe search process
A shared brief keeps the search accountable.
You see the same requirements, evidence, and open questions that guide the recruiting team. Feedback updates the search without changing its scope by accident.
- 01
Complete the brief
Define the work, required evidence, employment model, compensation, location, timeline, and interview plan.
- 02
Calibrate the search
Your senior search lead confirms priorities and assigns recruiters with relevant role or platform knowledge.
- 03
Review candidate evidence
Recruiters qualify candidates while TalentCube organizes brief alignment, supporting experience, gaps, and interview focus.
- 04
Interview and hire
Crosscheck coordinates feedback, offer details, and onboarding. The signed agreement defines replacement coverage.
Replacement coverage is written into the agreement.
40 billable hours for contract placements90 days for permanent placements
TalentCube
A decision summary for each candidate.
TalentCube compares the completed brief with candidate records and organizes the evidence for recruiter review. Your presentation includes alignment, relevant experience, compensation and location fit, open questions, and interview focus.
- Requirements tied to the completed brief
- Supporting evidence and gaps
- Recruiter assessment before presentation
Candidate decision summary
Prepared for recruiter review
Required experienceSupportedLed production LLM evaluation and release checks
Platform scopeSupportedOwned Kubernetes deployment and model observability
CompensationAlignedConfirmed within the approved range
Interview focusReviewProbe incident ownership and cross-team influence
Recruiter assessment: Present after confirming incident ownership and travel expectations.
Selected recruiting work
Documented searches with the constraints left in.
Crosscheck withholds company and candidate names. The role, search conditions, timing, engagement model, and outcome remain intact.
Anonymized case study
Two staff-level hires for a San Francisco AI startup
Crosscheck filled a Staff Software Engineer role in about one month and a Staff Platform Engineer role in about two months. Both positions had been open for more than six months before Crosscheck began the searches.
- 2 staff-level hires
- Roles previously open 6+ months
- About 1 and 2 months to fill
Anonymized case study
SAP SuccessFactors project staffing for a West Coast building-products company
Crosscheck supplied niche SAP SuccessFactors specialists, supported a project team with four contractors at its peak, and helped the company add permanent employees so it could reduce contractor dependence.
- 4 contractors at peak
- Niche SuccessFactors coverage
- Contract and direct-hire support
Founder and search leadership
Experienced leadership without limiting the search to one network.
Bennett Heimple founded Crosscheck after more than 10 years across technical recruiting, recruiting operations, management, and talent acquisition. Every engagement combines senior search leadership with specialist recruiting support and a consistent TalentCube evidence workflow.
Meet the founder and search team modelExploring your next technical role?
Review current opportunities or join the talent network when no open role fits.
Questions before you send a brief
How quickly can Crosscheck present candidates?
Timing depends on the role and agreed search terms. An exclusive search within a core specialty may include a 48-hour initial-candidate commitment after the intake is complete. Narrow requirements, location limits, or compensation constraints can require more time.
Which engagement models do you support?
Crosscheck supports contract, contract-to-hire, and direct-hire searches. The intake establishes the employment model, compensation, location, timeline, and replacement terms before sourcing begins.
Which technical roles do you recruit?
Crosscheck focuses on AI and ML, software engineering, ERP and enterprise applications, data, cloud infrastructure, cybersecurity, and GRC. Each search uses role-specific intake and screening criteria.
What is TalentCube?
TalentCube is Crosscheck's proprietary AI-assisted matching and recruiter-review platform. It compares candidates with the completed brief, surfaces supporting evidence and gaps, and helps the search team prepare a focused presentation. A senior recruiter reviews each candidate before presentation.
Can you recruit remote and cross-border roles?
Crosscheck recruits on-site, hybrid, and remote roles across the United States and Canada. Recruiters confirm location, work authorization, time-zone, travel, and compensation requirements during intake.
Which replacement terms do you offer?
Contract placements include a 40-billable-hour replacement guarantee. Permanent placements include a 90-day replacement guarantee. The signed agreement defines eligibility and the replacement process.
Crosscheck Compensation Insights
Plan the role and compensation before you open the search.
Use role and location benchmarks as planning guidance, then validate the final range against the brief and current candidate market.
Search process
How does Crosscheck run a technical staffing search?
Crosscheck starts with a completed brief that names the work, systems, compensation, location, interview steps, and evidence candidates must show. A senior search lead owns the plan while specialist recruiters source and screen against the brief. TalentCube keeps the brief, candidate records, sourcing activity, and screening notes in one workflow for recruiter review. An exclusive search within a core specialty may include a 48-hour initial-candidate commitment after intake is complete; narrow requirements or market constraints can require more time. Contract placements include a 40-billable-hour replacement guarantee. Permanent placements include a 90-day replacement guarantee, subject to the signed agreement.
Sources and methodology
- Crosscheck Staffing case studiesFirst-party accounts of staff engineering and SAP SuccessFactors searches, with client names withheld.
- Bennett Heimple recruiting experienceFounder background, recruiting specialties, and Crosscheck's review standard.
Original Crosscheck visual
From hiring brief to recruiter-reviewed shortlist
Each stage produces evidence the hiring team can inspect before interviews begin.
- 01
Define the work
Record ownership, systems, constraints, compensation, location, and interview criteria.
- 02
Source and screen
Check relevant project work, technical decisions, interest, and the evidence behind each claim.
- 03
Review the shortlist
Compare screened profiles against the completed brief before choosing interviews.