Small team, senior only, client-facing from the first week.
There is no delivery tier here to be promoted out of, and none to hide behind either. That is the whole proposition, and it will not suit everyone.
- team size
- [PLACEHOLDER] 6
- open roles
- None right now
- base
- St. Petersburg, FL
Where things stand.
No open roles right now.
We hire when there is work to justify it, not on a schedule — so this page is genuinely empty rather than collecting applications against roles that do not exist.
That said, we read every speculative application and we have hired from them before. If the standing bar below describes you, send something. The worst outcome is a specific no.
The pitch is narrow, and it will not suit everyone.
We are a new company with a small team and no bench. That is genuinely good for some engineers and genuinely bad for others, so here is the version without the recruiting gloss.
Why you might want this
- You own engagements end to end — assessment, build, and the 3am page. Nobody hands your work to a delivery tier.
- You talk to the client directly. No account manager translating what they meant.
- Breadth by necessity. In a small team you will touch cloud, security, and application work in the same quarter.
- Your written work is the product. Assessments and decision records here get read by CTOs, not filed.
- Founding-team influence on how the firm operates, while those decisions are still cheap to change.
Why you might not
- Client-facing work means deadlines you do not control and the occasional difficult conversation about scope.
- On-call is real. It is shared and it is small, which means it comes round more often than at a large MSP.
- No specialist track yet. If you want to go three years deep on one platform, a bigger firm will serve you better.
- [PLACEHOLDER] Compensation is competitive for the region but we are not paying FAANG bands. Confirm the actual range before publishing.
- Early-stage uncertainty. We think this works. We cannot prove it to you with five years of accounts.
The bar, whether or not something is open.
None of these are about a language or a platform. Those are learnable on the job; these are not.
You write clearly
Most of this job is explaining a technical situation to someone who has to make a financial decision about it. If you can write a paragraph that a CFO and a sysadmin both understand, that is the single most valuable skill here.
You have operated something in production
Not necessarily at scale — at responsibility. You have been the person who got paged, made the call under time pressure, and wrote the timeline afterwards. That experience is not substitutable.
You say the unwelcome thing
The estimate is wrong, the approach will not work, the client is about to spend money on the wrong problem. We need people who raise it early, in the room, rather than being right quietly afterwards.
You finish things
Consulting is full of interesting problems that could absorb a career. The discipline is closing one properly — documented, handed over, supportable — before opening the next.
You are honest about what you don't know
We work in regulated environments where a confident guess is dangerous. Saying 'I have not done this, here is how I would find out' is a strength on this team, not an admission.
Four steps, and we pay for the one that costs you an evening.
No algorithm whiteboards, no unpaid take-homes, and no six-round loop. You will know where you stand within a week of each stage.
A real conversation, 45 minutes
With a founder, not a recruiter. We talk about what you have actually built and where it went wrong. Come with something you are willing to be critical about.
A written exercise, paid
A short, realistic scenario — usually assessing a situation and writing the recommendation. Roughly three hours, and we pay for your time at a fair hourly rate. We do not ask for free work.
Technical session, 90 minutes
We work through your exercise together and go deep on a system you have operated. No whiteboard algorithms, no take-home puzzle, no trivia about syntax you would look up.
Offer, with the reasoning
If we say no, you get specific feedback on why. If we say yes, you get the band, how it was set, and what would move it. Two references, and we call them ourselves.
A short list, because we would rather not pad it.
No sabbatical policy we have never tested and no unlimited leave that nobody takes. These are the things that exist today.
Health, dental, and vision
[PLACEHOLDER] Confirm carrier and employer contribution percentage.
Paid written exercises
Every candidate is paid for the take-home stage. Nobody works for free during a hiring process.
Genuine flexible hours
Client commitments are fixed; the rest of your day is not. On-call weeks are scheduled well ahead.
Certification and training budget
[PLACEHOLDER] Confirm annual amount. Cloud, security, and vendor certifications covered, including exam retakes.
Conference time
[PLACEHOLDER] Confirm days per year. Speaking at one counts as work, not leave.
Equipment you choose
Your machine, your keyboard, your monitor arrangement. We are not going to have an opinion about it.
Register interest.
A founder reads every one. You will hear back within a week either way, and a no comes with a reason rather than a template.