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Game 7 Staffing

Our Process

From Job Order to Engineer Who Delivers

We start with a real conversation about your program. We end with 2-4 qualified engineers.

Start with a discovery call

What the process delivers

2 in 3

Interviewed candidates receive an offer. Pre-vetted candidates convert.

97%+

Offer acceptance rate. Our candidates say yes.

2 to 4

Verified, qualified candidates submitted per role.

Our 4-step process

01

Discovery

A 30-minute call. Not a job description. We want to understand your program, the specific failure mode you're trying to avoid, the technical requirements, the timeline, and the rate range. This call determines whether we're the right fit. And who we can place from our network of 50,000+.

Who We Talk To: Hiring managers and technical leads. We prefer to go direct. Not through HR. So we can get the technical depth we need to source correctly.
02

Direct Sourcing

We cross-reference your requirements against our live network of 50,000+ mid, senior, and principal engineers. We source by direct outreach to engineers we know by name, program, and tape-out credential. People who have done work like yours before.

Our recruiters are specialists: they know the difference between a DFT engineer who's closed ATPG on a 5nm SoC and one who's done scan insertion on an FPGA. That distinction matters for your program.
03

4-Criteria Screening

Every candidate is qualified on four criteria before you see them: technical depth (specific discipline match), domain fit (semiconductor vs. defense vs. automotive), active availability (confirmed for your timeline), and rate alignment (within your budget).

Every Candidate Passes All Four Criteria Before You See Them That's why a typical engagement produces 2-4 matched submissions.
04

Submission + Follow-Through

You receive 2-4 verified candidates with a written summary for each: discipline, relevant experience, availability, and rate expectation. We then manage the offer, start date, and onboarding communication.

We check in at 30 and 90 days. We're not done when the engineer starts. We're done when they deliver.

Why This Works

What You Win With a Game 7 Process

Generalist Firms

  • 20+ resume submissions per role
  • Keyword-matched candidates
  • Recruiters who can't explain the role
  • No follow-through post-placement

Game 7

  • 2-4 verified submissions per role
  • 4-criteria qualification standard
  • Technical recruiters who know your discipline
  • 30- and 90-day check-ins standard

Common Questions

Common Questions About How We Work

How long does it take to get candidates after a discovery call?+

For most active disciplines, such as DFT, design verification, physical design, and embedded firmware, we target first submission within 1 to 5 business days of the discovery call. For highly specialized requirements (e.g., specific process node experience, niche protocol expertise), it may take 10 to 14 days to surface the right profile.

Can Game 7 work inside our MSP or VMS program?+

Yes. We operate inside Managed Service Provider programs and VMS portals at Fortune 500 semiconductor companies. We honor program compliance, meaning single-submission rules, portal process, and SLA cadence, and layer specialist screening on top of it.

What happens if the first round of submissions doesn't result in a hire?+

We debrief after every submission round. If the feedback indicates a mismatch, whether rate, level, or domain context, we adjust the sourcing criteria and go again. We stay with the role until the fit is there.

When does a contract engineer make more sense than a full-time hire?+

Contract makes sense when the need is program-shaped: a tape-out push, a board bring-up, a verification backlog, or a program phase where you need a specialist contributing in days rather than after a long search. Full-time makes sense when the role is a permanent part of the roadmap. Many of our clients run both, using contract to hit the milestone and converting the engineers who prove out. Contract-to-hire is a standard path with us, and extensions are common: roughly 77 per 100 placements.

Ready to Start

Tell Us What You're Building

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