01
Contract
Best when the work has an end date, or the headcount does not exist yet.
The person works on your team for a defined period. You can extend, and you can end it inside the notice terms without a severance conversation.
Talent & Staffing
Roles filled by people who understand the role.
Contract, contract-to-hire, and direct placement across engineering, legal, and corporate functions, for US and international teams.
Keelfield LLC · Serving US and international clients
01Practice areas
3 practices, one intake
Pick the closest match. If a role sits between 2 of them, send it anyway and we will place it.
Engineers screened by people who have shipped and run production systems. We screen against your stack and your failure history, not against a keyword list.
- Frontend engineer
- Backend engineer
- Full-stack engineer
- Mobile engineer
- Data engineer
- Analytics engineer
- DevOps and SRE
- Platform engineer
- Security engineer
- QA and test automation
- Engineering manager
- Solutions architect
Attorneys and legal operations hires screened on matter-level substance. Admission, jurisdiction, and conflicts are settled before a profile reaches you.
- Corporate counsel
- Commercial counsel
- Litigation associate
- Compliance counsel
- Regulatory counsel
- Paralegal
- Legal operations manager
- Contract manager
- General counsel
- Fractional general counsel
Finance, people, and operations hires screened against your systems and your stage. These roles fail loudly when they fail, so we screen for reliability first.
- Accountant
- Controller
- FP&A analyst
- Payroll specialist
- HR business partner
- People operations manager
- Executive assistant
- Operations manager
- Program manager
- Revenue operations manager
02Method
How we screen
The process is the product. Here is all of it, including the parts that are inconvenient for us.
- 01
Intake
We take the brief from the person who will manage the hire, not from a forwarded advert. Systems, seniority, working pattern, and the 2 things that would make you say no.
- 02
Sourcing
A named sourcer works the role. You get told where candidates are coming from, including when the answer is that the market is thin at your rate.
- 03
Technical or functional screen
Run by somebody who has done the job, against the specifics from intake. Candidates who cannot evidence the work do not move forward, whatever the résumé says.
- 04
References and right to work
References come from people who supervised or reviewed the work. Work authorization, location, and notice period are confirmed before anything reaches you.
- 05
Shortlist
Every candidate arrives with the same record: screen notes and who ran the screen, availability and notice, rate or salary expectation, work authorization and location, and a plain note on where they are weaker. We cap a shortlist at 5, and if we cannot fill 5 places with candidates we would defend, we send fewer and say why.
- 06
Interview support
We brief candidates properly, keep the process moving, and tell you when a candidate is going cold rather than letting the schedule discover it for you.
- 07
Offer and onboarding
We handle the offer conversation, the counter-offer conversation, and the start date. Then we check in during the first weeks, because the failures that matter show up there.
03Engagement types
3 ways to engage somebody
Which one fits is usually obvious once the role is written down. If it is not, say so on the form and we will work it out with you.
02
Contract-to-hire
Best when you want to work alongside somebody before committing to a permanent seat.
The person starts on contract with an agreed conversion point. Both sides get real evidence instead of an interview impression, which is the honest argument for it.
03
Direct hire
Best when the role is permanent and sits close to the core of the business.
We run the search and hand over at offer. The person joins your payroll on your terms, and we stay involved through the start date.
04Speed
How fast is fast
We give you a target date at intake and tell you the same day if we are going to miss it. What we will not do is print an average we have not earned.
- Practice areas
- 3
- Engagement types
- 3
Engineering, legal, and corporate. Scope set at launch.
Contract, contract-to-hire, and direct hire.
We do not publish a time to shortlist. Keelfield LLC was formed on 30 July 2026 and has no measured placement history, so any figure here would be invented. You get a target for your own role at intake, against the brief you give us.
05Across borders
Hiring outside the United States
Keelfield works with US and international teams. 2 questions decide how a cross-border hire is structured: how the person is engaged, and whether that engagement holds up as a classification where they actually live.
Get it wrong and the exposure lands on the client, not the contractor. So it is settled at intake and put in writing before anybody starts work.
06Send the role
Tell us about the role
2 minutes of detail here saves a discovery call. Attach the job description if you have one.
07Questions
Before you send a role
Which roles do you fill?
Engineering, legal, and corporate roles, on contract, contract-to-hire, or direct hire. Each practice area has its own page listing the roles in scope.
What arrives in a shortlist?
Screen notes and the name of the person who ran the screen, availability and notice period, rate or salary expectation, work authorization and location, and a plain note on where the candidate is weaker. We cap a shortlist at 5 and send fewer rather than pad it.
Will you send my details to an employer without asking?
No. Keelfield does not send a candidate’s profile to a client until that candidate has agreed to it for that specific role.
Who runs the engagement?
A named lead in the United States owns every engagement, with delivery capacity behind it. You always know who is accountable for the role.
What happens to the information in this form?
It is used to answer your request and to run the search you are asking for. The privacy policy sets out what is kept, for how long, and how to have it removed.
Send the role and we start.
You get a named lead, a shortlist you can defend to your own team, and a straight answer when the market cannot give you what you asked for.