James J.

Think Evolutionary is built for organizations tackling mission-critical infrastructure and innovation across IT, Engineering/AEC, Utilities, and Government Contracting. We help leaders turn hiring from a recurring headache into a strategic advantage by getting the right people into the right roles at the right time. ➨ For our clients: We design and deliver talent solutions that match your growth roadmap, project timelines, and operational realities. Whether you’re scaling fast, rebuilding a talent function, or hiring leaders who can carry the mission, we operate as an extension of your leadership team (not a vendor pushing resumes). ➨ For our candidates: We put your strengths in front of the people who can actually say “yes.” That means clear positioning, strong interview preparation, and the right introductions so you can compete at the top of the stack and take control of your next move. Areas of specialization: ✓ Workforce Planning & Development (succession, skill-gap, pipelines) ✓ Retained Search (technical + high-impact roles) ✓ Agile Contractor Solutions ✓ Embedded / On-Demand Talent Acquisition Support ✓ Fractional Executive Placement (C-Level, VP, Director)

• AI-Driven Sourcing Infrastructure: Built and deployed an AI-enabled sourcing stack that reduced sourcing cycle time and increased pipeline quality, forming the operational backbone of the firm.
• International Talent Delivery: Conducted a cross-border search for data scientists across England, Germany, and Spain, delivering 10 hires within 4 months for a commercial ramp-up engagement.
• MBE Certification: Secured Minority Business Enterprise certification through the Capital Region Minority Supplier Development Council (CRMSDC), expanding the firm's eligibility for supplier diversity programs and corporate partnerships.
• Recruiting Infrastructure Advisory: Audited and rebuilt a defense contractor's recruiting capability from the ground up, delivering new policies, processes, and operating infrastructure.
• Efficiency Lift: Increased client recruitment efficiency by 20% through process redesign and talent technology implementation.
• Headcount Acceleration: Drove a 5% headcount increase for a client in under 10 months through a structured workforce build strategy.
• Startup Advisory: Partnered with emerging staffing agencies to restructure operations, refine service delivery, and convert existing networks into revenue channels.

I led DEI talent acquisition strategy across the US, EMEA, LATAM, and APJ regions for a global SaaS company, integrating inclusive recruitment practices with data-driven workforce insights. I partnered with Talent Acquisition leadership to redesign sourcing strategy, launched diversity-focused talent programs, audited talent management processes against industry benchmarks, and built cross-functional relationships with HR, Marketing, and Business unit leaders to align DEI objectives with organizational strategy.

• Women in Sales Initiative: Designed and executed a targeted strategy to increase women's representation in the Sales organization, adding 175 women sales leaders and driving a 5% increase in overall female representation company-wide.
• Vendor Partnership Redesign: Restructured relationships with external recruitment vendors, producing a 20% improvement in candidate diversity across sourced pipelines.
• Campus Diversity: Rebuilt university recruitment strategy, increasing diversity representation among intern hires by 30%.
• Process Audit: Conducted comprehensive audits of global recruitment processes, identifying systemic gaps and delivering actionable improvements aligned to industry best practices.

I served as the primary talent acquisition partner to both the COO and the CEO/President, leading enterprise-wide TA across experienced, college, and executive hiring. I directed a team of five recruiters, provided end-to-end recruitment in compliance with federal contractor, EEO, and AAP requirements, and was on the Quality CMMI Appraisal Team certified to review and audit the company's CMMI processes. I managed an $800K-$900K annual budget and operated at the intersection of talent strategy and corporate governance.

• Role Framework & Compensation Architecture: Designed a new role framework and compensation model that defined talent requirements, tracked internal parity, improved EEOC/AAP reporting quality, and established pricing guidelines for all new bids & proposal
• Policy Authorship: Developed and wrote the organization's first comprehensive recruiting policies, procedures, and processes, implemented in 2019.
• ATS Transformation: Led the transition from Paycor to Lever, improving candidate experience and recruitment efficiency by 25%.
• Process Automation: Implemented an automated requisition and offer approval system within the Newton ATS with full organizational training.
• Manager Capability Building: Created monthly training modules coaching executives, hiring managers, and support staff on interviewing, selection methodology, and compliant hiring practices.

E3/Sentinel, a NewSpring Holdings company, is a mission-focused services and solutions company headquartered in McLean, VA. Since E3 Federal Solutions and The Sentinel Company combined forces in 2018, E3/Sentinel works as a combined entity to draw upon their long histories of consistent growth and high performance in the federal services market. The company’s services and solutions are designed, tailored, and executed based on the experience both organizations bring from helping their Homeland Security, Defense, Intelligence, and Federal Civilian customers solve complex problems.

• Workforce Planning Design: Developed and presented an operational workforce planning program to the executive team, positioning TA for scalable proposal recruiting.
• Referral Program Overhaul: Restructured the employee referral process, improving engagement and generating a higher-quality internal pipeline.
• Led full lifecycle recruiting within the DHS and Intelligence Community divisions.
• Recruited across PMO, IT, and Engineering roles for CBP, ICE, FPS, TSA, DNDO, and select DoD and Intel programs.

CoStar Group is a global leader in commercial real estate information, analytics, online marketplaces, and 3D digital twin technology. Founded in 1986, CoStar Group is dedicated to digitizing the world’s real estate, empowering all people to discover properties, insights, and connections that improve their businesses and lives. CoStar Group’s websites attracted over 143 million average monthly unique visitors in the third quarter of 2025, serving clients around the world. Headquartered in Arlington, Virginia, CoStar Group is committed to transforming the real estate industry through innovative technology and comprehensive market intelligence. From time to time, we plan to utilize our corporate website as a channel of distribution for material company information.

• Market Launch Execution: Stood up recruiting operations for the new Richmond, VA office, placing 250 research associates between October 2016 and January 2017.
• Team Throughput: Led a team averaging 12 hires per recruiter per month, delivering 1,200+ Research Associate hires in 2016.
• Process Innovation: Designed an interview process architecture supporting 50+ applicants per week for the Richmond launch.
• oversaw all recruitment for the Research Division across Richmond, DC, San Diego, Atlanta, and Toronto.

Vencore, Inc. was a private defense contractor that served the U.S. Intelligence Community, Department of Defense, and other agencies. From 2010 to 2014, the company was named The SI Organization, Inc. (the SI). The SI provided a full life cycle, mission-focused systems engineering, and integration capabilities. Major locations include Chantilly (VA), Basking Ridge (NJ), Denver (CO), Laurel (MD), Los Angeles (CA), Red Bank (NJ), St. Louis (MO), and Valley Forge (PA). The company employed approximately 2,000 people. It is now part of Peraton.

• Directed an enterprise-level talent acquisition team of 15-21 recruiters for a $1.2+ billion defense contractor, leading the full spectrum of the recruiting lifecycle, from planning and execution, operations, and ensuring alignment with corporate goals.
• Created and executed a comprehensive strategic framework for the talent acquisition organization, encompassing performance management, and innovating a social media strategy to amplify organizational presence and attract top talent.
• Led the talent acquisition strategy, ensuring meticulous sourcing, selection, and onboarding processes, and successfully meeting an ambitious goal of 1,000 cleared hires annually, thereby significantly contributing to organizational growth and security.
• Achieved a notable reduction in time-to-hire by streamlining recruitment processes, expanding and enhancing team capabilities, which not only accelerated the hiring cycle but also improved candidate and stakeholder satisfaction.

Player/Coach who was responsible for full desk recruiting. Designed, restructured, and built a recruiting organization to accommodate the growing proposal demands. Participated in weekly business development meetings to develop sourcing strategies to support Government proposals (IDIQ, Task Orders, RFPs, and BPAs). Responsible for hiring CBRN analysts, Epidemiologists, Regulatory Affairs SMEs, Public Health professionals, and Infectious Disease Professionals, among others.

• Created and wrote recruiting policies and procedures for the organization.
• Led the charge to update the applicant tracking system (ATS) from a home-grown system to the Newton software platform. Vetted multiple companies and presented the comparisons to senior leadership with my recommendation.
• Created a unique “virtual bench” of talent for all the firm’s proposal efforts by maintaining a continual marketing outreach to targeted candidates.

Pariveda is a North American-based, employee-owned professional services firm. We provide strategy and technology services across industries. As a mission-driven organization and Certified B Corp, we enable our clients to imagine and do more, whether it’s making next quarter’s goals or navigating the future. From ideas to impact, we help clients get better at what they do to improve people and profits.

• Led and managed the recruiting oversight, strategic direction, and three recruiters in the East Coast offices (DC, NYC & ATL).
• Successfully hired the first five consultants for the NYC office, establishing a strong foundation for the new market.
• Increased the hiring rate in the DC office by 10%, enhancing the regional talent pool and supporting business growth.
• Partnered with office leadership to align recruitment strategies with business needs, ensuring a 95% alignment between talent availability and project requirements.

ActioNet is a DevSecOps leader with the personnel, tools, repeatable processes, and proven competency to achieve rapid software development and deployment pipeline cycles with a paradigm focused on automation throughout to ensure highly secure code delivery.

• Engineered recruitment expansion strategies, broadening the talent pipeline, and securing a steady influx of qualified candidates for both immediate needs and strategic future roles, enhancing organizational readiness and agility
• • Refined and streamlined recruiting operations through the overhaul of standard operating procedures and the introduction of strategic initiatives, significantly improving the recruitment process's speed and quality

L3 Technologies, formerly L-3 Communications, now known as L3Harris, supplies command and control, communications, intelligence, surveillance, and reconnaissance (C3ISR) systems and products, avionics, ocean products, training devices and services, instrumentation, aerospace, and navigation products. Customers included the Department of Defense, Department of Homeland Security, United States Intelligence Community, NASA, aerospace contractors, and commercial telecommunications and wireless customers.

• Developed L-3's first Diversity Blueprint, detailing the mission, objectives, program and training initiatives, company-wide and community engagement efforts, alongside metrics and ROI analysis, setting a foundational model for corporate DEI strategy.
• Pioneered L-3 Communications’ inaugural Strategic DEI Program, leading a Diversity Council of 30 members to craft a comprehensive, multi-faceted plan aimed at fostering a culture of inclusivity and diversity.

Accenture provides services and solutions in strategy, consulting, digital, technology, and operations areas. The company operates business processes for enterprise functions such as sourcing and procurement, finance and accounting, supply chain, marketing, and sales.

• Spearheaded talent acquisition for leadership roles within the Government division of a San Antonio, TX-based Delivery Center project, ensuring strategic alignment with divisional objectives and operational needs.
• Acted as the Talent Acquisition Lead for Accenture's Government Operating Group, managing 3-6 recruiters across 7-12 rotating projects, responsible for filling 100 to 200 critical positions, showcasing flexibility and strategic project management.
• Innovated an assessment day interviewing approach, streamlining the recruitment process to efficiently evaluate internal and external candidates in a single day, enhancing operational efficiency and candidate experience.
• Functioned as the Technical Team Lead for the Texas IE (Eligibility) Project, guiding a team of 5 recruiters and managing technical role transitions and project manager expectations, highlighting leadership in complex project environments.