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

"We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects all indirectly."

As we reflect on the life and legacy of Dr. Martin Luther King, Jr., these words ring with a prophetic clarity. In today’s globalized economy and interconnected society, his declaration is more than a moral sentiment; it is a fundamental business truth.

No organization exists in a vacuum. Our success is intrinsically tied to the health of our communities, the fairness of our systems, and the dignity we afford to every individual. Dr. King challenged us to look beyond "individualistic concerns" toward the "broader concerns of all humanity."

Today, we at Think Evolutionary honor him not just with words, but by reaffirming our commitment to doing business with integrity, fostering equity in our partnerships, and remembering that "time is always right to do what is right."

Let us continue to weave a "garment of destiny" that offers opportunity and justice for all.

#MLKDay #Leadership #SocialResponsibility #Legacy #EquityInAction

James Dyson Jr

CEO/Managing Partner of Think Evolutionary | Human Capital & Talent Strategist | Executive Growth Partner

Headline: New Year. Strong 2025. Ready for 2026

As I look back on a strong 2025 at Think Evolutionary, I’m proud of the diverse challenges we tackled, from securing niche international leadership to driving a 5% headcount increase with 9 net new hires in just 10 months for a single client.

Beyond the hires, a major focus this past year was partnering with organizations to optimize their internal talent infrastructure. By refining their operations and maximizing existing networks, we helped these teams build the foundation they needed to grow sustainably and confidently.

For me, it’s about more than just filling a seat; it’s about building a resilient talent culture.

As we head into 2026, I have immediate availability for new projects and clients who need:

🔹 Fractional TA Leadership
🔹 Contract Recruiting or Sourcers
🔹 Contractor Placement & TTP
🔹 Executive Search & Direct Hire Placements
🔹 Fed and SLED Recruiting Support

I bring 25+ years of experience in high-stakes sectors: GovCon, Intel, IT/Tech, Engineering/AEC, Utilities, and Finance.

I am currently open to fractional contract, remote, or part-time opportunities where I can solve complex talent problems and help your organization evolve.

Ready to move beyond transactional hiring? Let’s connect and see how I can help you achieve your goals!

DM or email me: james.dyson@thinkevolutionary.com

🔗 www.thinkevolutionary.com

The only difference between "Contacts" and "Contracts" is the "R."

My colleague Darryl E. Peek II says it best: That the "R" stands for Relationships.

In 2026, the era of the "Black Book" is over. You know the model, the sales rep who guards their Rolodex like a secret, only to have the value vanish the moment they leave the firm.

At Think Evolutionary, we’ve traded the black book for a different blueprint.

We don't rely on transactional "gatekeepers." Instead, we’ve built a collaborative ecosystem of BD experts, proposal architects, and fractional leaders who move the needle for our clients in IT, GovCon, Engineering/AEC, and Utilities.

But here is the real shift: We don't just "fish" for you. We’re in the business of teaching our clients how to fish—building your internal systems so you can scale independently.

In my latest article, I explore:
1.  Why the traditional "Sales Rep" model is failing in specialized industries.
2.  The data behind why the "Relationship Imperative" is the #1 driver of ROI in 2026.
3.  How to turn a network of "contacts" into a pipeline of "contracts" through trust and value.

Are you building a database, or are you building a legacy??

👇 Click below to read the full analysis on why the "R" is your most valuable asset this year.

#Networking #RelationshipCapital #GovCon #AEC #ThinkEvolutionary #StrategicPartnership #BusinessGrowth

In the fast-paced, digital-first landscape of 2026, many businesses operate under the illusion that transactions drive success. A quick handshake, a s

Open article: Beyond the Black Book: The Relationship Imperative in 2026 Talent Strategy by James Dyson Jr • 5 min read

Beyond the Black Book: The Relationship Imperative in 2026 Talent Strategy

Stop hiring for yesterday's roles.

In 2026, the "wait and see" approach to talent isn’t just slow—it’s expensive. Between the "Missing Middle" gap in Engineering and the $1T federal defense pipeline, the math of just-in-time hiring simply doesn't add up anymore.

I’ve spent 20+ years watching firms win massive contracts only to realize they didn’t have the architecture to execute. That’s why I just published a deep dive on why Strategic Workforce Planning is no longer an HR task; it’s an executive’s most critical financial lever.

In this article, I break down:
1.  The "Silver Tsunami" threatening AEC and Utilities.
2.  Why the cost of a "bad hire" in 2026 is eclipsing 150% of their salary.
3.  The Audit, Forecast, Architect framework we use at Think Evolutionary to   bridge the Gap.

Is your 2026 growth plan based on data, or just hope?

I’d love to hear from my fellow Execs and Ops leaders: What is the single biggest "skills gap" keeping you up at night right now?

👇 Read the full analysis below and let’s discuss in the comments.

In the boardroom of 2026, a shift has occurred. The era of "reactive hiring"—the practice of posting a job description only after a resignation letter

Open article: The Efficiency Mandate: Why Strategic Workforce Planning is the CEO’s Most Critical Lever in 2026 by James Dyson Jr • 4 min read

The Efficiency Mandate: Why Strategic Workforce Planning is the CEO’s Most Critical Lever in 2026

Are you looking for a resume-sender or a Strategic Partner?

In my 25+ years in Talent Acquisition, I’ve seen the difference between the two. One sends you a pile of paper and hopes for a fee; the other engineers a system that makes your business more valuable.

In industries like GovCon, AEC, and Utilities, "just-in-time" hiring is a recipe for missed milestones. You need an architecture, not just a search.

At Think Evolutionary, we don’t just "recruit." We embed ourselves in your growth.

A recent client came to us needing 10 critical hires in 11 months. We delivered the talent, but then we stayed to fix the engine:
1.  The Tech: Overhauled their ATS and automated their sourcing and candidate engagement.
2.  The Process: Built a "Hiring Manager Toolkit" to turn interviews into a data-driven science.
3.  The Results: Transformed a reactive hiring process into an effective Talent Machine.

Whether you are a Federal Contractor needing a winning staffing plan for a massive RFP or an Engineering firm architecting a succession plan, we bring 25 years of "how-to" to your team.

That is the Think Evo RaaS (Recruiting as a Service) advantage: Elite, project-based talent leadership that fits your budget and your timeline.

Stop settling for "transactional" recruitment. Let’s build your legacy.

Reach out to me directly here or at: 📧 james.dyson@thinkevolutionary.com

#TalentAcquisition #GovCon #AEC #Engineering #ThinkEvolutionary #TeamBuilding #RecruitingAsAService

No one scales alone. Your network is your net worth, especially in specialized talent.

The complex demands of IT/Tech, GovCon, Engineering/AEC, and Utilities require more than just in-house expertise. It demands an ecosystem.

At Think Evolutionary, we've cultivated a robust network of strategic partners to deliver high-end, comprehensive services to our clients. We bring the "best of the best" to your toughest challenges.

Our trusted partners include:
1.  Business Development & Proposal Experts: To help you strategize and win major bids (especially crucial in GovCon).
2.  Change Management Consultants: Ensuring smooth transitions and adoption of new strategies.
3.  Fractional Executives: Providing top-tier leadership on demand for specific projects or interim roles.

This means you get a seamless, integrated solution, from winning a federal contract to implementing new tech, to optimizing your workforce for long-term growth. It's not just about us; it's about the comprehensive value we unlock through our collective expertise.

Who's in your corner when the stakes are high?

Let's discuss how our ecosystem can power your next leap forward.

📧 james.dyson@thinkevolutionary.com

#StrategicPartnerships #BusinessGrowth #ThinkEvolutionary #IT #GovCon #AEC #Utilities #FractionalLeadership

Hiring hasn’t broken.
But it probably feels heavier than it used to.

Roles take longer to fill.
Decision making drags because everyone needs to weigh in.
Strong candidates disappear quietly while you are still aligning internally.

This is not because people stopped wanting to work for you.
It is because your hiring system never evolved past early-stage growth.

As companies scale, a few patterns show up fast:

• Time to fill increases because the entire company interviews every candidate
• Decisions slow because ownership is unclear
• Quality of hire declines because good candidates do not wait through long processes
• Managers improvise interviews instead of evaluating consistently
• Hiring becomes reactive instead of intentional

This is not a recruiter problem.
It is a system maturity problem.

A quick note on inclusion and culture, because this often gets misunderstood.

Early interview panels are usually founders and senior leaders. That is normal.
What changes outcomes is not who is in the room. It is who is in the candidate slate.

When sourcing happens through the same few networks, the results look the same.
Expanding access upstream creates better options downstream.

This is where Talent Acquisition leadership matters earlier than most companies expect.

Not just to fill roles, but to design:
• Clear hiring processes
• Faster, more confident decisions
• Diverse candidate slates sourced intentionally
• A hiring experience that scales with the business

This is the gap fractional TA leadership is built to fill.

Every company’s growth story is different. If you are curious how Think Evolutionary’s fractional TA leadership model could work for your specific stage and goals, feel free to reach out.

You can DM me on LinkedIn or email me directly at james.dyson@thinkevolutionary.com 


#ThinkEvolutionary #FractionalTA #TalentAcquisition #StartupLeadership #HiringStrategy #WorkforceOptimization

Your "Hiring Delay" is a $6,000-A-Day Revenue Leak!

Most CEOs look at recruitment as a tactical expense. I look at it as Capital Preservation.

In 2026, the "Ugly Math" of an empty seat is a boardroom crisis. When a Program Director, Construction PM, or Systems Engineer role sits vacant, you aren't saving on salary; you are hemorrhaging billable margin and project velocity.

According to verified industry benchmarks and SHRM research: 
🔴 Senior Engineer: ~$1,250/day in lost profit & drag 
🔴 Construction PM: ~$3,000/day in schedule slip & rework 
🔴 Program Director: ~$6,000/day in portfolio-level risk

If that seat stays empty for 30 days, you haven't "saved" a budget; you've potentially leaked $180,000 in total economic value.

At Think Evolutionary, we don't just "recruit." We are strategic partners with 25+ years of experience who help you calculate, forecast, and plug these leaks before they hit your year-end EBITDA.

Are you watching the "fee," or are you watching the "burn rate"?

👇 I’ve broken down the deep-research math of the Revenue Leak in my latest article. Read how to protect your margins.

#ForwardThinking #GovCon #AEC #TalentStrategy #ThinkEvolutionary #RevenueLeak #WorkforcePlanning #EngineeringLeadership #EBITDA

In the executive suite, we are disciplined in managing what is visible. We hedge against fluctuating material costs, optimize tax strategies, and scru

Open article: The Revenue Leak: Architecting Capital Preservation in the Face of the $6,000-A-Day Vacancy by James Dyson Jr • 5 min read

The Revenue Leak: Architecting Capital Preservation in the Face of the $6,000-A-Day Vacancy

Are you hiring for where you are, or where you’re going?

Most companies hire to solve a problem that happened yesterday. They have a vacancy, they feel the pain, and they hunt for a "plug-and-play" replacement.

But in IT, Engineering, and GovCon, hiring for the status quo is a recipe for stagnation.

At Think Evolutionary, we take a different approach. We don't just "fill roles." We look at your 3-year roadmap and architect your team to meet it. This means:

1.  Identifying the "Successor" roles before you need them.
2.  Evaluating candidates not just on their past resume, but on their ability to scale with your vision.
3.  Ensuring every hire is a brick in the foundation of your long-term legacy.

Stop firefighting and start building. We help you find the talent that doesn't just do the job, they evolve the company.

How far ahead is your current talent strategy looking? Let's bridge the gap.

#StrategicHiring #GrowthMindset #ThinkEvolutionary #TeamBuilding #TalentSolutions

Winning a GovCon bid is only half the battle. Executing it is where most firms fail.

You just poured months into an RFP. You won!!!  But now... do you have the cleared talent, the key personnel, and the compliant staffing plan to actually deliver?

The "Proposal-to-Performance" gap is where GovCons lose millions, compromise their reputation, and jeopardize future awards.

At Think Evolutionary, we don't just understand this; we've lived it for over 20 years across Federal, SLED, and Utility sectors. We partner with BD and Proposal experts, bringing large agency value at smaller firm costs.

We help you: ✅ Write Winning Staffing Solutions: Aligning talent directly to your technical approach. ✅ Navigate Contract Lifecycle: Understanding the nuances from bid submission to contract close-out. ✅ Secure Key Personnel: Ensuring Day 1 readiness with cleared mission-critical talent.

Don't let talent be your weakest link after a monumental win. Let's make it your strongest.

Ready to turn bids into executed contracts? Connect with me.

📧 james.dyson@thinkevolutionary.com

The "Missing Middle" is the invisible ceiling on your company's growth.

In the IT, Engineering/AEC, Utilities, and GovCon sectors, we are facing a demographic crisis. We have a brilliant senior class retiring and a hungry junior class rising.

But the "Middle", the Project Managers and Directors who turn vision into reality, is empty.

If you are a company spending your time firefighting internal workflows because you don't have a mid-level leadership layer you can trust, you aren't scaling. You’re just treading water.

In my latest article, I explore:
🔴 Why the "Silver Tsunami" is draining tribal knowledge from your firm
🔴 The 200% cost of failing to bridge the "Competency Chasm" 
🔴 How Think Evolutionary uses Fractional Mentors to upskill your juniors into the leaders you need tomorrow

Stop fishing in an overfished pond. Start growing your own leadership engine.

👇 Read the full blueprint for solving the "Missing Middle" here:

#LeadershipGap #SuccessionPlanning #GovCon #AEC #ThinkEvolutionary #WorkforcePlanning #CEOStrategy

In the executive suites of Engineering/AEC, Government Contracting (GovCon), and the Utilities sector, a demographic "perfect storm" is no longer on t

Open article: The Talent Gap: Solving the "Missing Middle" Crisis in Engineering/AEC, GovCon, and Utilities by James Dyson Jr • 5 min read

The Talent Gap: Solving the "Missing Middle" Crisis in Engineering/AEC, GovCon, and Utilities

PENNYMAC

Talent Acquisition Professional - Sourcer Strategy

The Organic Recruiter

- Talent Acquisition Professional - Pennymac
- Fractional talent acquisition and sourcing
   - SourceOwls
   - HireLove

Talent Acquisition Professional

Full-service boutique staffing. Tech to HR to Healthcare to Sales & Marketing to Corporate

Talent Sourcing Strategist for Pennymac - Consultant

Through my commitment to staying current with industry trends and my natural curiosity, I strive to attract, communicate, and convert the best talent for the organization while continuously improving the talent acquisition process.  Since GPT became available in 2022, I have created 30+ GPT models I use every day.

Vice President Talent Acquisition

eightfold.ai

Subject matter expert in HCM SaaS while holding concurrent responsibility for sourcing prospective clients in need of holistic solutions for talent acquisition, diversity programs, and performance management.

Enterprise Account Executive

HiringSolved, Inc.

Built relationships with C-level clients in delivery of talent acquisition AI/ML software. At the same time, I led collaborative activities with clients, infrastructure architects, and leadership teams to coordinate implementation plans and achieve mutually beneficial outcomes for all parties.

Enterprise Sales Director (SaaS)

Symphony Talent

Senior Sales Executive with years of SaaS experience to bring their new line of business to fruition. From bringing your candidates alive to programmatic media buying platform, our software design was created to make recruiting candidates much more efficient.

Area Vice President Of Sales (SaaS)

Monster

Directed lead generation, business development, and full-cycle sales activities for SaaS platform and RPO sales across the western region. I also presented and sold recruitment strategies and software to enterprise clients to advance business priorities.

Director, Strategic Accounts (SaaS and RPO) - Enterprise

Successfully created and managed strategic plan for each of the 26 sales professionals by planning dates and objectives for best chance of success to fill their software goals which in return attained my sales quota; Uncovered 80% of all non-software upsells for the sales team by merely positioning Monster different.

Senior Enterprise Sales Manager - SaaS (Cloud) Solution

TMP Worldwide

Charged with establishing, fostering, and maintaining solid relationships with clients in need of software solutions that support digital services, ROI tracking, creative development, and media placement.

Director Business Development

CareerBuilder

Created and maintained interactions / relationships from C-Level on down. Worked to improve recruitment strategies and employment brand campaigns designed to gain and retain the right level of talent for each client and brand.

Major Account Executive - Enterprise Sales

Staffing Industry

Built relationships from C-Level on down; Types of people placed ranged from, but not limited to: Application Developers; ERP and CRM Professionals; Database Engineers; Business Analysts and Project Managers; Helpdesk and Desktop Support; Infrastructure and Application Managers, Telecommunications professionals, Directors and Vice Presidents; and all other various information technology positions.

Account Manager/ Sr Business Development Manager (Modis and Kforce)

As a Talent Acquisition Professional with over 20 years of experience, I specialize in sourcing and recruiting top talent for various organizations. I have a proven track record of creating and implementing effective sourcing strategies, leveraging many tools (including my brain), to identify and attract the best candidates for the organization. I am also skilled in creating GPT models to enhance the talent acquisition process and improve communication with potential hires. My goal is to continuously improve the talent acquisition process and ensure that the organization has the best talent available in a much-needed efficient timeframe.

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