Staffing for the work that has to be right the first time.
Resilient Talent Staffing places contract, contract-to-hire, and direct-hire talent with aerospace and defense, manufacturing, engineering, and healthcare employers. Skilled trades to cleared engineers to clinicians. Screened, vetted, and ready to start.
Workforce solutions
One agency, four ways to engage. Mix them as your workload changes.
- Contract staffing. W-2 contractors on our payroll for surges, programs, backfills, and project work. Hourly bill rate, no long-term commitment.
- Contract-to-hire. Evaluate on the job, then convert to your payroll when you are confident. Reduced risk on both sides.
- Direct hire. Permanent placement for engineering, leadership, clinical, and hard-to-fill professional roles. Fee due only when your hire starts.
- Payrolling. You found the person; we handle onboarding, payroll, benefits, and compliance as employer of record.
You get people who have been screened by someone who has actually filled the role before.
Our founder spent years sourcing engineers, technicians, and cleared professionals for one of the country's largest aerospace and defense primes. That is the standard we hold every search to.
Industries we serve
Aerospace and defense
Primes and subcontractors on DoD, space, and commercial aviation programs. ITAR-aware recruiting, U.S. person verification, and candidates with active Secret, Top Secret, and TS/SCI clearances.
Manufacturing and skilled trades
Job shops, machine shops, and production floors. CNC machinists, welders, assemblers, quality inspectors, maintenance techs, and the supervisors who run them. AS9100 and ISO 9001 environments.
Engineering and technical
Design, manufacturing, quality, test, systems, and software engineers. Program managers, planners, buyers, and supply chain. Contract or direct.
Healthcare and behavioral health
Psychiatric nurse practitioners, physician assistants, therapists, and practice staff for outpatient and community providers. Licensure verified before presentation.
Professional and administrative
Contracts administrators, HR, finance and accounting, project coordinators, and office staff. The roles that keep a program on schedule.
Something else
If it is a hard-to-fill role and you need it filled well, ask. The recruiting process does not change; the sourcing channels do.
How a requisition moves
From intake to start date, with you in control at each step.
Intake
Role, shift, pay or bill rate, required skills and certifications, clearance or work-authorization requirements, and start date.
Source and screen
Active and passive sourcing, phone screens, skills verification, and reference checks. Clearance, license, and eligibility confirmed before you see a name.
Present
A short list with notes, availability, and rate, usually within days. You interview and choose.
Start and support
Offer, onboarding, drug screen and background check where required, and check-ins through the first weeks. Contractors stay on our payroll; direct hires go on yours.
Have an open requisition?
Send the basics. We reply within one business day with availability and a rate range.