How does Mindpool USA's permanent-recruitment process work?

We take a scoped brief, run targeted sourcing against a pre-vetted U.S. bench, screen with sector-specialist recruiters, reference-check, and shortlist — then manage the offer through signed acceptance.

How long does a search typically take?

Typical first shortlist in 10–21 days. Total time-to-hire depends on interview cadence and offer negotiation on the employer's side.

What kinds of roles do you place?

Permanent, direct-hire engineering, technical leadership, and specialist operator roles across AI, Energy, and Semiconductors — from mid-level engineers through VP and executive placements.

Contingent and retained models depending on the search. All engagements are permanent-placement fees — no contract markups, no hourly bill rates.

How it works

Two sides. One pipeline. Built for deep tech.

Mindpool USA runs a managed, two-sided workflow for permanent recruitment — vetted talent on one side, qualified briefs on the other, and an AI-assisted matching layer in the middle.

For Talent

Step 01
Apply
Submit profile, resume, projects. Two minutes.
Step 02
Vetting
Live technical eval by an expert practitioner in your specialty.
Step 03
Match
We surface permanent roles where the fit score is high.
Step 04
Engage
Talk directly with the team. Close on terms you've already set.

Join the network

For Companies

Step 01
Brief
Send the role, stack, stage, and constraints. We translate it into a sourcing spec.
Step 02
Source
We pull from the vetted network and run targeted, specialised sourcing for the gaps.
Step 03
Shortlist
Five candidates with match-score breakdowns inside a week.
Step 04
Hire
Direct hire, handled end-to-end. We manage offers, references, and onboarding paperwork.

Email a hiring brief

Curious where you fit?

Whether you're hiring or looking, the first conversation is the same: tell us what you're building.

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How a Mindpool USA search runs

Every engagement starts with a briefing call in which we pull apart the role rather than the job title: the problems the hire owns in their first two quarters, the systems and tooling they inherit, who they work alongside, and which parts of the specification are genuinely non-negotiable. That brief becomes the scorecard we screen against for this search, so shortlists are argued for on evidence instead of keyword overlap.

Sourcing is deliberately two-track. We approach specialists already known to our sector recruiters, and we run targeted, specialised outreach into the specific teams, programmes, and technologies where the relevant experience actually sits — including people who are not searching. Candidates are then interviewed by a recruiter who understands the domain, reference-checked on the claims that matter, and presented with a written rationale, compensation expectations, notice period, and location constraints already confirmed.

Permanent hiring only — what that means

Mindpool USA is a permanent recruitment and executive search firm. Every placement is a full-time, direct-hire employee on your payroll, on your benefits, and inside your engineering culture. We do not provide contract, temporary, temp-to-hire, or contingent staffing, and we do not act as an employer of record. That single focus is why our process optimises for retention rather than time-to-fill alone.

• Contingent permanent search, retained executive search, embedded RPO, or research-led talent mapping
• Sector-specialist recruiters in AI and machine learning, energy, and semiconductors
• Roughly 21 days from brief to a signed offer on a typical search
• 90-day retention guarantee on every permanent placement
• U.S. nationwide coverage, with a secondary UK practice

Hiring managers can book a call or email a hiring brief and receive a calibrated shortlist with market context on availability and compensation before committing to a full search.

Hire the talent that builds what's next.

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