US staffing & consulting
Zytheq places senior engineers, data people, finance leaders and operators with US companies that are tired of reading thirty resumes to find one. We do the reading. You get a shortlist that's actually short.
- median to shortlist
- 72h
- median to shortlist
- retained at 12 mo.
- 94%
- retained at 12 mo.
- states covered
- 50
- states covered
Search #2288 · Staff Data Engineer · Remote
Sourced
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Screened
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Assessed
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Shortlist
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An animation of 1,284 sourced candidates narrowing through screening and assessment to a shortlist of three.
Shortlist · delivered in 68h
Fit
01 / The premise
Most staffing firms sell volume: more resumes, sent faster. We think that's backwards. Your attention is the scarcest thing in hiring, so we spend ours protecting it. Fewer candidates, better judgment, and a written case for every name we send.
02 / Engagement models
Four ways to work with us.
Same recruiters, same bar, same 72-hour shortlist. Pick the commitment that fits the problem.
Vetted specialists on W-2 or C2C, for a quarter or a year. We handle payroll, benefits and compliance; you handle the roadmap.
- Best for
- Deadlines, backfills, spikes in scope
- How billing works
- Hourly, one all-in rate. Markup disclosed on request.
- Timeline
- Shortlist in 72h · start in ~10 days
03 / Disciplines
Specialists recruiting specialists.
Each desk is run by recruiters who came from the field they hire for.
04 / Process
Seventy-two hours, intake to shortlist.
Elapsed
00h
- 00h
- 12h
- 36h
- 72h
Hour 00Step 1 of 4
Intake that's actually useful
A 30-minute call with the hiring manager, not a job description forwarded from HR. We leave with the three things this person must do in their first 90 days.
You get a one-page role brief to approve.
Hour 12Step 2 of 4
Search the network first
Our recruiters are specialists by discipline. They start with people they've already spoken to, then go outbound. No job-board spray, no resume databases.
Typically 150 to 400 people considered.
Hour 36Step 3 of 4
Screen like a peer would
Practitioners on our bench run a technical or functional conversation. We check what people built, not which keywords they listed.
Roughly 1 in 40 make it past this step.
Hour 72Step 4 of 4
Three names, fully briefed
Each shortlist comes with a written case for every candidate: strengths, risks, compensation, notice period, and why they'd say yes.
You interview three. You hire one.
05 / Receipts
- Median time to shortlist
- 72h
- Median time to shortlist
- Across 2025 searches
- Still in seat at 12 months
- 94%
- Still in seat at 12 months
- Direct-hire placements
- Candidates per shortlist
- 3
- Candidates per shortlist
- Rarely more. Never thirty.
- Screened candidates presented
- 1/40
- Screened candidates presented
- The bar is the product
06 / The cost of waiting
What does an empty seat cost you?
An open role isn't free. The work either doesn't happen or lands on someone already at capacity. Drag the sliders to see a conservative estimate.
Unrealized output while the seat is empty
$43,200
If filled in 21 days
$13,300
You keep
$29,800
Assumes each employee produces 1.4× their salary across 260 working days, and a 21-day median close after shortlist. Your numbers will differ; the direction won't.
Stop the clock07 / In their words
Every agency promised us a shortlist. Zytheq was the first to send one that was actually short. We hired the first person we met.
08 / Coverage
Four desks. Every time zone.
Remote, hybrid or on-site, in any of the 50 states. W-2, 1099 and C2C, with payroll, benefits and state-by-state compliance handled by us. A recruiter works your time zone.
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Austin, TX
Headquarters
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New York, NY
Northeast desk
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Denver, CO
Mountain desk
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San Francisco, CA
West desk