For employers

Build the technical team your work requires.

Crosscheck recruits specialized technical professionals through a senior-led search team. The brief sets the criteria, recruiters assess the evidence, and TalentCube keeps the presentation focused.

Submit a hiring brief See selected work

Brief before sourcing

We agree on the work, required evidence, compensation, location, and interview plan before the search starts.

Evidence with each introduction

Candidate presentations identify relevant work, alignment, gaps, and questions for your interview.

Senior-led, team-backed

A senior search lead owns the relationship while specialist recruiters support sourcing and qualification.

TalentCube decision summary

TalentCube organizes candidate evidence against the brief for recruiter review before presentation.

How the search works

Clear criteria before candidate volume.

The fastest useful search starts with shared definitions of the work, evidence, constraints, and decision process.

  1. STEP 01

    Complete the brief

    Share the role, business context, required outcomes, compensation, location, and timeline.

  2. STEP 02

    Calibrate the search

    A senior search lead confirms priorities, tradeoffs, interview stages, and the evidence that matters.

  3. STEP 03

    Review candidate evidence

    Specialist recruiters source and qualify. TalentCube organizes alignment, gaps, and interview focus.

  4. STEP 04

    Interview and hire

    Your team interviews the people you select. Crosscheck manages feedback, offers, and the start.

Specialty practices

Recruiters assigned by platform and role.

The search team is built around the work in the brief. One senior lead keeps client communication, feedback, and the interview plan consistent.

01

AI, ML & Software Engineering

AI and ML systems, product engineering, platform software, full-stack teams, and technical leadership.

ML engineering, MLOps, LLM applications, backend, frontend, platform, architecture

View practice
02

ERP & Enterprise Applications

Specialists for implementations, upgrades, integrations, optimization, and long-term platform ownership.

SAP, Oracle, Workday, Microsoft Dynamics 365, Salesforce, NetSuite, program delivery

View practice
03

Data, Cloud & Security

Technical professionals who build data platforms, operate cloud infrastructure, and protect production systems.

Data engineering, analytics, DevOps, SRE, cloud, cybersecurity, GRC

View practice

Engagement and coverage

Use the hiring model that fits the work.

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.

Contract

Specialist capacity for projects, delivery gaps, and defined periods of work.

Contract-to-hire

A working period before both sides decide whether to make the role permanent.

Direct hire

Permanent recruiting for individual contributors, architects, managers, and technical leaders.

Submit a hiring brief

Start with the role and its context.

Tell us what the person must accomplish, the evidence you need to see, and the constraints around the search. A senior search lead will review the brief and follow up about fit and next steps.

  • Required context and outcomes, not just a title
  • Phone number is optional
  • No fee until you make a hire
  • Every introduction reviewed against the completed brief

Replacement coverage

40 billable hours for contract placements and 90 days for permanent placements, subject to the signed agreement.

Your Info
The Role
More detail = better candidates. Include stack, seniority, and any deal-breakers.
Preferences

A senior search lead reviews every brief and follows up about the next step.

Employer workflow

What happens after an employer submits a hiring brief?

A senior search lead reviews the brief with the hiring team and resolves missing decisions before sourcing begins. The intake names the work, systems, seniority, compensation, location, engagement type, interview owners, and proof candidates must show. Specialist recruiters then search relevant networks, screen project ownership and technical judgment, confirm interest, and record the evidence behind each introduction. 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. The final interview and hiring decision remain with the employer.

Sources and methodology

Original Crosscheck visual

Employer search workflow

Each handoff has an owner, an output, and a decision before the search moves forward.

  1. Brief

    Complete intake

    Agree on role ownership, requirements, range, location, interview steps, and evidence.

  2. Search

    Source and screen

    Review relevant work, technical decisions, constraints, availability, and interest.

  3. Select

    Interview a focused shortlist

    Use the same criteria across candidates and record the reason for each decision.