Tired of the long timelines and high costs of hiring? 

As the Founder/CEO of Think Evolutionary, I provide on-demand access to top-tier talent leadership, giving your business the expertise it needs, without the wait or expense.

From leading talent teams in high-stakes environments like government contracting, consulting firms, and competitive tech companies, I’ve seen firsthand how the right leadership and strategy can transform a company’s trajectory. After 25 years in talent acquisition, I realized many businesses need an alternative to traditional executive hires—something flexible, efficient, and tailored to their unique challenges.

At Think Evolutionary, we provide access to top-tier talent flexible pricing options built for each company. Our approach is centered on understanding your organization’s unique needs and challenges, offering:

Fractional Executives Placements
Executive Search 
Contractor and Direct Hiring Placements
Embedded Recruitment Services 

Ready to transform your talent strategy? Let’s discuss how Think Evolutionary can give your company the agility and expertise it needs to succeed.

* Connect with me here on LinkedIn

Together, let's elevate your talent game and position your business for sustainable growth.

James Jr

🚨 Confidential Search: Fractional (or FT) Controller | Northern Virginia 🚨 

I’m leading a confidential search for a Controller to step into a major player in the Construction/AEC space here in NoVa.

This isn't a "maintenance" role; it’s a leadership seat for someone who understands the high-stakes financial mechanics of the construction world.

The Setup: We are looking for a heavy hitter who can hit the ground running. My client is open to two structures:
Fractional: ~30+ hours/week (Immediate start preferred).
Full-Time: 4 days onsite / 1 day remote.


The Mission: Reporting directly to the CFO, you’ll lead the Assistant Controller and the broader accounting team. We need someone to own the financial narrative, not just the entries.

The Essentials:

The Technical: Deep experience with ASC 606 and Percentage-of-Completion (POC) accounting is non-negotiable.
The Pedigree: 10+ years of progressive leadership; CPA or MBA is strongly preferred.
Industry DNA: You know the rhythms of Construction, Engineering, or Utilities.
The Tools: High-level ERP proficiency and Advanced Excel skills.


If you’re a fractional leader who thrives on cleaning up complex revenue recognition and scaling financial operations for a large-scale firm, this is your next anchor project.

DM or email me directly to discuss the client and the specifics in confidence.
james.dyson@thinkevolutionary.com

James Dyson Jr

CEO/Founder - Think Evolutionary | We offer Workforce Development, RPO, Contract Staffing & Retained Searches | 25+ years of Talent Engineering Expertise | Talent Solutions Provider

We are currently leading a confidential search for a key leadership role in the Northern Virginia construction space. 

My client is looking for a Controller who not only manages the books but also owns the business's financial narrative.

We are looking for a heavy hitter, someone who understands that in the AEC and construction world, the "how" of the numbers is just as important as the "what."

Flexibility by Design
We aren't interested in rigid boxes; we’re interested in talent. This role is structured to meet a high-level leader who can be:

-> Full-Time: Onsite 4 days (1 day remote) to deeply integrate with the team. OR 
-> Fractional: 30+ hours per week for the consultant-minded leader who can hit the ground running.

The Mission
Reporting directly to the CFO and leading a dedicated accounting team. This isn't about maintaining the status quo; it’s about operational excellence. 

You’ll be:
-> Mastering the Mechanics: Driving ASC 606 revenue recognition and percentage-of-completion accounting.
-> Strategic Partnering: Translating complex GAAP data into actionable insights for the CFO.
-> System Optimization: Leveraging ERPs and advanced Excel to keep the "financial story" crystal clear.

The Profile
-> Experience: 10+ years of progressive accounting leadership.
-> Industry DNA: Construction or AEC experience is strongly preferred
-> Credentials: CPA or MBA is the gold standard here.
->The "X" Factor: You enjoy the build. You like scaling operations and mentoring a team to be their best.

Good People Know Good People
Think Evolutionary is all about connecting elite talent with firms that actually value their impact. If this sounds like your next move, or if you know a finance leader who is currently "under the radar," let’s talk.

Message here directly or email me, james.dyson@thinkevolutionary.com to discuss the details in confidence.

We're Hiring! Exciting Opportunities Across the U.S.

At Think Evolutionary, LLC, we engineer scalable human capital, and we're currently recruiting for outstanding roles on behalf of our client. Whether you're ready for your next move or know someone who is, let's talk!

Healthcare & Clinical Roles

Psychologist | $120K – $150K 📍 Abilene, TX | El Paso, TX | Concord, NH
Audiologist | $90K – $130K 📍 El Paso, TX | Abilene, TX
Nurse Practitioner / Physician Assistant | $110K – $150K 📍 Warwick, RI | Wexford, PA

Technology / Cleared Professionals

Sr. Oracle DBA/Engineer (Exadata) | $225K – $250K 📍 Annapolis Junction, MD | Active TS/SCI with Full Scope Polygraph required

These aren't just jobs — they're opportunities to do meaningful work with competitive compensation in locations across the country.

✅ Competitive salaries
✅ Opportunities in healthcare, federal contracting & tech
✅ Multiple locations available

Know someone who'd be a great fit? Tag them below or share this post — your referral could change someone's career trajectory. 

View all open roles & apply here: 🔗 https://lnkd.in/eMSE8546

DM us directly or reach out to our team to learn more about any of these positions.

Think Evolutionary, LLC | Engineering Scalable Human Capital 
#Hiring #NowHiring #Healthcare #Psychologist #Audiologist #NursePractitioner #PhysicianAssistant #OracleDBA #ClearedJobs #TSSCI #FederalJobs #HealthcareJobs #CareerOpportunities #TalentAcquisition #ThinkEvolutionary

So many employers miss amazing employees because they are judging the book by its cover.  Sometimes you have to read a little bit to understand better who the person is and why their career took the course it did.

Sometimes, just an email to ask about someone's path can change someone's life.

CEO & Founder @ Aligned Recruitment | Top Tech Recruiter

Average employers: You're job hoppy. We can't hire you.

Amazing employers: You're job hoppy. Tell us more. 

Job hoppiness doesn't mean people are flaky.

It means the world has fallen apart several times since 2020. 

Give people a shot!

Right now, some of our clients are drowning in resumes and missing the top 1% in the noise. Others face a talent drought and are panic-hiring just to fill the seat.

Same market dynamics, opposite hiring breakdowns. One common cause: a talent process that was never built to handle either storm.

I wrote about this at length, the two opposing pressures hitting IT, Engineering/AEC, and GovCon firms, what the data says it's actually costing you, and what it looks like to build a hiring infrastructure that holds its quality bar, whether talent is scarce or abundant.

As you're developing your workforce plans and hiring for Q2/Q3, this one's worth five minutes of your time.

Click below and let me know your thoughts!

#TalentStrategy #GovCon #EngineeringHiring #ThinkEvolutionary #WorkforceDevelopment #TheEvolutionaryWay

In the current market, "finding people" isn't the problem—orchestration is. We are living through a strange paradox in talent acquisition, and nowhere

Open article: Market Volatility Is a Stress Test for Your Talent Infrastructure by James Dyson Jr • 6 min read

Market Volatility Is a Stress Test for Your Talent Infrastructure

🚨 Controller Opportunity | Commercial Construction | Northern Virginia 🚨 

I’m working on a confidential search for a Controller with strong commercial construction accounting experience.

This leader will report to the CFO, oversee the accounting function, and manage an Assistant Controller and team.

We’re looking for someone who understands the real mechanics of construction finance:

• GAAP financial reporting
 • ASC 606 revenue recognition
 • Percentage-of-completion accounting
 • Strong ERP and advanced Excel skills

Flexible structure depending on the candidate:

• Full-Time Controller – 4 days onsite / 1 day remote
 • Fractional Controller – ~30+ hours per week with the ability to start quickly

If you’re a Controller in the DC / Northern Virginia construction market, or know someone great, send me a message.

Always appreciate strong referrals.

50 Years of Experience. Zero Interest in "Traditional" Consulting

When John Redmond and I created the "Evolutionary Workforce Framework", we didn't do it to write 60-page reports that sit on a shelf. We did it because we saw a systemic failure in how high-stakes firms manage their most important asset: People!

We operate under a simple, non-negotiable mandate:

1.  Stabilize Hiring: Move from reactive "panic-buying" to predictive capacity.

2.  Cost Control & Predictability: Turn the variable, high-cost "headhunter fee" into a predictable, high-ROI operational line item.

3.  Modernize Infrastructure: Harmonize your tech stack so your team spends more time on relationships and less on data entry.

4.  Reduce Dependency: Our ultimate goal is to work ourselves out of a job by increasing your internal team's expertise and capacity.

Our work is collaborative and intense. We typically define projects to be delivered in 90-120 days. Because we embed ourselves so deeply into your leadership team, we intentionally limit our engagements to 2-3 active projects per quarter.

As we consider Q2 and Q3 engagements, we are currently talking to select IT, Engineering/AEC, GovCon, and growth-stage organizations where talent strategy is the primary driver of the P&L, not a future agenda item.

Engagements are confirmed on a first-fit basis following a qualification conversation. If your decision timeline is ready to move from "discussion" to "delivery," let’s talk.

Put "WORKFORCE" in the Chat or message us here, Think Evolutionary, LLC to learn more!!

#FractionalLeadership #WorkforceArchitecture #CEOAdvisory #ThinkEvolutionary #ModernWorkforce

I read in a post where Ben Browning said, “Recruitment is the world’s most valuable professional service.”

And I couldn't agree more!!!

Most companies nod at that idea… and then budget for hiring like its printer paper.

We say talent is our competitive advantage.
Then we hand the decision process to whoever has a free calendar, assume AI can replace judgment, and negotiate down the very function that determines who represents our brand to clients.

Here’s the disconnect:

If your business sells expertise, execution, advice, or service…
your product is people.

Yet organizations routinely try to acquire that product at the lowest possible cost and with the least intentional process. Then they’re surprised when performance stalls, managers spend their time fixing mistakes, and growth plateaus.

Recruiting isn’t a resume collection.
It’s risk management.

Great recruiting answers:

-> What capability do we actually need?
-> Who succeeds specifically here, not just anywhere?
-> Why would that person choose us?
-> What future problems does this hire prevent?

AI can accelerate information.
It cannot replace judgment.

When hiring is treated as transactional, companies fill seats.
When it’s treated as strategic, companies build capacity.

The firms that scale the easiest aren’t lucky.
They simply make better decisions earlier in the lifecycle.

You don’t fix business problems later with management effort.
You prevent them upfront with disciplined talent decisions.

That’s why recruitment isn’t an HR activity.

It’s an economic one.

Guided Hire Solutions, LLC

Welcome to Guided Hire Solutions—a woman-owned, faith-driven talent acquisition firm dedicated to helping organizations grow with purpose. We provide end-to-end solutions across the entire talent lifecycle from recruitment to director-level strategy. We partner with companies of all sizes to build high-performing, values-aligned teams through intentional, people-first strategies. What sets us apart? A heart-led, relationship-first approach that blends deep industry expertise with a commitment to culture, impact, and long-term success.

Chief Executive Officer

Hoplite Solutions LLC

•	Partnered with executive leadership to align hiring strategies with business goals
•	Implemented structured interview frameworks and optimized ATS usage
•	Launched the company’s first employer branding initiative, tripling qualified inbound applicants
•	Built robust talent pipelines through proactive sourcing, referrals, and LinkedIn outreach
•	Balanced strategic planning with hands-on recruiting execution

Head of Talent Acquisition

Freedom Technology Solutions Group, LLC. 

•	Led talent acquisition strategy for IC contracts, managing a high-performing team of 4 recruiters and a sourcing specialist
•	Increased company-wide hires by 50% within the first year through targeted sourcing initiatives and process improvements
•	Designed and implemented scalable recruiting workflows, including the integration of Greenhouse ATS and a structured employee referral program
•	Streamlined end-to-end hiring processes, reducing time-to-fill and improving candidate experience
•	Built and led the proposal staffing process, serving as the primary staffing manager for all bid efforts
•	Successfully redeployed impacted employees, ensuring workforce continuity and retention

Director of Talent Acquisition

SAIC

•	Managed a team of 10 recruiters supporting the National Intelligence Community (NIC) division, delivering over 300 hires annually for highly cleared positions
•	Facilitated weekly talent acquisition strategy calls with executive leadership, including VPs, Program Managers, and Recruiting Leads
•	Produced and analyzed weekly recruiting performance metrics to drive data-informed hiring decisions
•	Planned and led hiring events targeting technical and cleared professionals to support contract growth and backfill needs
•	Conducted strategic planning meetings for all NIC contracts to align talent acquisition efforts with program objectives
•	Led the recruitment, hiring, and onboarding of internal recruiting staff for the NIC team
•	Participated in all Integrated Program Reviews (IPRs) across NIC programs as the recruiting representative
•	Collaborated with operations leadership to proactively redeploy and retain at-risk employees impacted by contract transitions
•	Partnered with senior leadership to develop sign-on incentive campaigns and innovative hiring initiatives to attract top-tier talent

Team Manager, Talent Acquisition - National Security

•	Led full life-cycle recruitment for highly cleared positions (TS/SCI with Polygraph) across multiple intelligence and national security programs
•	Partnered with hiring managers to define job requirements, write compliant and compelling job descriptions, and align recruiting strategies with program needs
•	Proactively sourced top-tier candidates through LinkedIn, Boolean searches, referrals, cold outreach, and networking events
•	Provided weekly hiring status updates and recruiting metrics to program managers and leadership
•	Mentored and coached three junior recruiters, focusing on cleared recruiting best practices and professional development
•	Supported new recruiter onboarding and process training to ensure consistency and efficiency
•	Organized and executed an alumni networking event to re-engage former IC division employees
•	Coordinated recruiting efforts for a major proposal supporting a Maryland customer, securing Letters of Intent (LOIs) from key talent
•	Participated in executive-level meetings as the recruiting representative for the IC division, contributing insights on staffing strategy and talent trends

Sr. Technical Intel Recruiter

REDLattice Inc.

•	Led full-cycle recruiting for highly cleared technical roles (Secret to TS/SCI with Polygraph), supporting mission-critical government contracts
•	Designed and implemented REDLattice’s end-to-end recruiting process, aligning with compliance standards and company growth goals
•	Partnered with hiring managers to develop OFCCP-compliant job descriptions tailored to technical needs
•	Recruited for niche and hard-to-fill roles including Reverse Engineers, Mobile Developers, Embedded Software Engineers, Full Stack Developers, DevOps Engineers, and CNO Developers
•	Conducted initial candidate screenings and in-depth interviews, both virtually and in person
•	Collaborated directly with the CEO to structure and extend competitive job offers
•	Authored and launched the company’s first Employee Handbook, supporting a structured HR foundation
•	Managed onboarding processes, including I-9 verification and new hire documentation
•	Developed employer branding collateral and marketing materials to boost candidate engagement and visibility

Sr.  Manager of Human Resource and Recruiter 

Harris Corporation

•	Conducted full life-cycle recruiting for highly cleared technical positions, supporting multiple DoD and intelligence community programs requiring Secret through TS/SCI with Polygraph clearances
•	Collaborated with HR Business Partners, hiring managers, and leadership to assess workforce needs and develop strategic recruiting plans
•	Advised hiring managers on best practices in talent acquisition, including job description development and OFCCP compliance
•	Developed and maintained strong relationships with candidates, internal stakeholders, and referral sources to build a sustainable talent pipeline
•	Coordinated with HR and compensation teams to draft competitive offers and develop detailed salary analyses for executive approval

Technical Recruiter

MOSAIC Technologies Group

•	Led full life-cycle recruitment for highly cleared positions (TS/SCI with Polygraph) across multiple intelligence community contracts
•	Drafted and issued offer letters, collaborating with HR and hiring managers to ensure timely delivery and accurate compensation details
•	Built and sustained strong relationships with program managers, internal teams, and candidates to support long-term talent needs
•	Contributed to the company’s Affirmative Action Plan (AAP), ensuring recruitment practices remained compliant with federal regulations and diversity goals

Recruiter

The Agency Consulting Group

•	Executed full life-cycle recruiting for highly cleared roles (TS/SCI with Polygraph) supporting multiple government and intelligence community contracts
•	Developed customer-specific resume templates and submitted candidate profiles through client portals to ensure compliance and alignment with contract needs
•	Participated in client meetings to review open requisitions, understand technical needs, and build collaborative relationships with Program Managers

•	 Sourced and recruited IT consultants for roles including Java Developers, Network Engineers, Systems Architects, Security Architects, Systems Engineers, NOC Analysts, and IT Account Managers
•	Supported hiring efforts for clients including the DC Government, WMATA, U.S. Census Bureau, and various federal agencies
•	Conducted candidate outreach and screenings, maintaining accurate records in iRecruiter and submitting qualified candidates through ITSA and direct client portals
•	Formatted and customized resumes to align with client-specific requirements and compliance standards
•	Led in-person interviews and coached candidates through all stages of the interview process
•	Collaborated with HR to support onboarding efforts, including background checks, reference verification, and employment authorization documentation

Aerotek Engineering

As a Regional Software Recruiter I offer expertise in the fields of Software, Hardware and Systems Engineering in the staffing industry. I offer assistance and support to Aerotek offices up and down the East Coast from Maine down to Florida. Our goal is to assist our clients in placing the most highly qualified candidates in their open positions.

Regional Recruiter

I started Guided Hire Solutions because I saw too many small and mid-sized government contractors struggling with recruiting. Some didn’t have a recruiter at all, relying on referrals until the pipeline dried up. Others had recruiters in place, but no strategy, no structure, and no clear path to scaling their teams.

That gap is where I thrive. With 15+ years of recruiting experience in the GovCon space, I understand the technologies, the clearance levels, and the unique challenges CEOs face when they need to fill roles fast without sacrificing quality. My specialty? Finding the “purple unicorns” that other recruiters can’t and delivering candidates that primes actually accept.

Here’s what my clients get when they work with me:
•	Faster hires that reduce time-to-fill and keep revenue flowing
•	Lower overhead by avoiding the cost of a full-time recruiter
•	Higher retention through strong candidate-client matching and relationship-building
•	Peace of mind knowing recruiting is in expert hands

I’m not just a recruiter. I’m a trusted advisor, a problem solver, and a partner in growth. My mission is simple: take the recruiting stress off your plate so you can focus on scaling your company and winning more contracts.

If you’re a GovCon CEO ready to build the right team and grow with confidence, let’s connect.

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