Contract is the product. Direct hire when you already know you want them on payroll. A pod when one person is not enough.
Google reviews
Google review
“They respect their team immensely and always pay super on time—honestly, most of the time it's even before the actual payment date.”
Maria del Mar Cepeda Donado
Google review
“Resourceful Talent Group helped me find a great fit for my next role. Irina especially was supportive and attentive throughout the process, always quick to respond and easy to talk to.”
Ucha Maisuradze
Google review
“I only have good things to say about Alex Gevorgyan. He cares about each candidate and ensures that you are not just a number.”
Retno Hadiatmodjo
Nine to five, Eastern Time. Nearshore on the same clock.
A contractor while the req is still warm. Monthly, extendable, on U.S. hours. Convert to hire if they fit. This is the seat we fill first.
Senior ICs through C-level, when the seat is permanent. Same screen as contract. You keep them.
A pod, not a pile of resumes. The bench scales globally and nearshore. You still get one team on your clock.
Convert if they fit. If not, we keep the seat warm.
A job title is just scratching the surface.
Steve Kalalian, Founder and CEO, CoCreativ
We are a high-growth shop. Finding the right talent in our industry is hard. That is what RTG is about.
A job title is just scratching the surface. They understand at its core what we are looking for.
We have an intensive call about the role. Then I step back and they handle it with my team.
When we need three, four, five, ten people with different skill sets, they break it down and execute.
The large firms feel like a meat market. That is not their approach. They want people who will be there a long time.
Their ability to provide both full-time placements and contractors has been invaluable.
Josh Topel, Digitile
The team moves quickly (without being rushed).
Steven Venino, Partner, Tower Capital
C# next to accounting.
Python next to risk.
Full-stack next to the person who answers the phone.
Backend. Analysts. Engineers in any field. Product and project. The seat is the company, not a department.
Stack, seniority, how soon. We do not need a novel.
Not a keyword mill. LinkedIn against the résumé. Why they left, how often, what they actually want.
If they fit, convert to hire. If not, we keep the seat warm.