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.

Centurion Consulting Group, LLC

Senior Technical Recruiter - US Department of Transportation (DOT-OCIO)

eSimplicity

Technical Talent Acquisition Specialist, Growth

Publicis Sapient

Successfully filled technical & cleared openings (global and domestic) for Public Sector & Corporate groups
Applied innovative sourcing skills to attract and engage with potential candidates
Built and maintained talent pipelines based on needs of the business to ensure openings were filled quickly

Advanced consulting efforts as part of team leading client engagements & their implementation & integration projects within SuccessFactors Employee Central and Recruiting/Onboarding modules.

Offered solutions as Talent SME/advisor on recruiting process improvement & best practices

Completed system configurations according to set business requirements

Ensured assigned tasks (process mapping/improvements & workflows/roadmapping) are completed on deadline
Participated in requirements gathering workshops, acting as liaison between client and
Project Team Lead

Manager, Talent Acquisition - Public Sector

Redhorse Corporation

Successfully supported Redhorse’s defense and intelligence, cognitive computing, artificial intelligence, digital transformation, telecommunications, data analytics, and management engagements by identifying and hiring qualified/cleared talent for federal agencies such as GSA, DOD, DOE, USCIS, CBP, EPA, etc.

Developed diverse sourcing strategies for all openings.

Served as an internal consultant & business partner to program managers and senior leadership regarding staffing projections, advising on the best course of action for talent management, utilizing SAP SuccessFactors as HRIS administrator.

Recruiting Lead

FiscalNote

Effectively identified and attracted diverse talent at all levels while partnering with domestic and global teams, ensuring managers had an excellent hiring experience and roles were filled efficiently.  

Sourced passive potential candidates by using a variety of outreach techniques with a focus on diversity. Developed and nurtured talent pipeline to ensure future hiring needs were met.

Served as an advocate for potential FiscalNoters by keeping them informed of their status in the selection process.

Following the recent merger with CQ & RollCall, served as a strategic partner with Sales/Business Development, Engineering and Operations teams for staffing plans and sourcing strategies.

Senior Recruiter

McClatchy

Solely led talent acquisition and diversity strategy for specialized roles with McClatchy Studios including New Ventures Lab, The Creative Lab (Branded Content) and Documentary groups.
* Increased team diversity to over 40% in first year.

Talent Acquisition Specialist-Video Operations

CoStar Group

Provided high-volume full lifecycle recruiting & sourcing for the Research team, filling several Associate positions for the Toronto, Columbia, MD and Washington, DC locations.

Contract Recruiter

Huntbridge

Served as the core of the talent acquisition function by working with corporate clients to perform full lifecycle recruitment and sourcing for executive placements.  Proficient client engagement was essential to ensuring an exceptional experience.

Global client industries included:
Biotech/pharmaceutical 
Legal technology services 
Footwear designer & distributor 
Telecommunications & broadband services

Senior Search Consultant, Media & Corporate

Hogan Lovells US LLP

Successfully supported the firm's recruiting efforts by closing over 15 positions in Finance, IT, Marketing and other Business Services departments.

Business Services Recruiter

NPR (2011-2014)

Played a vital role in implementing recruiting strategies which included completing full lifecycle recruitment for a variety of roles and building relationships with hiring managers/team. Serving as the iCIMS (ATS) administrator allowed tracking new hires/candidates and run detailed queries & reports, as needed.  Managed contracts for ATS, background check and recruiting tool vendors. 

Achieved key corporate diversity goals.  Sourcing was indispensable to ensure proactive identification strong & culturally diverse candidates which in turn strengthened the candidate pool.  
Utilized Linkedin Recruiter, Facebook & Twitter for most positions; for more specialized roles, Entelo, GitHub and Dice (Digital/Creative/IT roles), AFP (Development/Fundraising roles), etc.

Successfully closed jobs in the following departments: Audience Insight & Research, Development, Digital Media, Finance, Human Resources, News & Information/Content, The Office of the General Counsel/Legal. 

Closed the following roles with directly sourced candidates:
* Gift Officer
* Manager, Development Research 
* Institutional Giving Assistant (Development/Fundraising)
* Facilities Manager
* NPR's first Data Scientist

Recruiter

Completed full-cycle recruiting/selection process for a variety of open roles in Development, Finance, Legal, etc.
Conducted Internet research and sourcing by using Linkedin Recruiter including talent pipeline building
Managed background and reference checks for selected candidates
Coordinated relocation assistance and Employee Referral Program
Represented NPR at job fairs/events

Senior Recruiting Coordinator

Screened and interviewed candidates for a variety of roles and worked closely with hiring/recruiting team and Business Partners to complete full-cycle recruiting/selection process 
Conducted Internet research & sourcing by using Linkedin Recruiter and other social media projects
Posted jobs on various websites (professional, niche, university, etc) as well as updated the internal HR newsletter
Assisted with implementation of company ATS, iCIMS 
Managed background and reference checks for selected candidates 
Coordinated relocation assistance
Managed Internship Program (3 semesters) by setting deadlines, sending official offer letters and other necessary documents, overseeing intern selection & on-boarding and working with hiring managers to utilize iCIMS during interview/selection process 
Interfaced with and provide exceptional levels of customer service to candidates, hiring managers, business unit leaders, executives and vendors
Supported college recruiting efforts and represent NPR at job fairs/events

Recruiting Coordinator

Supported Talent Acquisition, Training/Organizational & Employee Development and Employee Relations departments by coordinating various meetings, seminars and interviews, implementing new training vendor for mandatory employee orientations, posting positions by using company ATS, updating Intranet/Internet webpages, performing Internet research in relation to various project-related duties as assigned.

Human Resources Coordinator

I am a passionate HR professional with over 10 years of experience, specializing in talent acquisition and more specifically, technical/information technology recruiting.
Let's connect and explore how I can help you achieve your career goals.

Certifications include:

SHRM:
Certified Professional (SHRM-CP)
 
AIRS:
Certified Social Sourcing Recruiter
Certified Diversity Recruiter
Certified Internet Recruiter
Professional Recruiter

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