TALENT FOR WHAT'S NEXT
Alex Gerling combines targeted technology, market intelligence, and human judgment to find hard-to-reach aerospace and defense talent.
Full-cycle, relationship-led search.
From role definition and outreach through offer and onboarding.
ALEX GERLING / PRINCIPAL SEARCH PARTNER
Alex's approach pairs targeted technology and market intelligence with human judgment. He partners closely with hiring managers to understand the organization's culture, goals, and must-haves, then finds and engages people whose experience fits the work—not just the keywords in a job description.
Across the full cycle, Alex brings structure and personal attention to role definition, candidate outreach, evaluation, and communication. For aerospace and defense employers, each search starts by understanding the technical and program context, the team, and what would make a permanent move compelling to the right person.
Alex stays close to the search from kickoff through onboarding.
SEARCH + ADVISORY
Choose a focused search for one hire, ongoing support across several roles, or practical advice to strengthen your own hiring process. Fees are scoped to the work and discussed directly with Alex.
A focused search for one permanent position, with the search fee contingent on a successful hire.
For broader hiring needs that benefit from dedicated upfront work and continued search support across roles.
Understand the available talent pool, relevant employers, and compensation expectations before setting a hiring plan.
Make an internal hiring process clearer and more candidate-friendly, especially when too many steps slow decisions.
All searches are for permanent positions. Engagement structure, fees, and scope are agreed case by case; no standard pricing is published. Advisory work can be scoped separately. Contract and temporary staffing are not offered.
ROLE FAMILIES
Searches shaped around the skills, context, and accountability each role calls for.
Systems, mechanical, electrical, software, test, integration and product leadership.
Program management, capture, portfolio, customer-facing and technical leadership.
Manufacturing, supply chain, quality, production, EHS and operational excellence.
Cybersecurity, secure technology, data, analytics and digital transformation.
Role examples are illustrative. Search scope is agreed with each client. Any clearance or eligibility requirements are confirmed for the specific position; no clearance is promised or implied.
A CLEAR, HUMAN PROCESS
Alex combines targeted recruiting tools and market research with direct, relationship-led recruiting. Clients get a clear view of the process and candidates get timely, personal communication.
Clarify responsibilities, technical requirements, personality and leadership qualities, team culture, location, and hiring priorities.
Research the market and relevant organizations to understand where qualified people work and how the talent pool is shaped.
Build and refine Boolean searches across recruiting tools as real-time results show what the market is returning. Reach both active and passive candidates.
Interview candidates, assess fit against agreed requirements, and check references before presenting a vetted shortlist.
Coordinate hiring-manager interviews, gather feedback, and help candidates prepare to communicate their experience clearly.
Align the offer with the employer's budget and market compensation expectations, then support a smooth transition through onboarding.
A BETTER WAY TO HIRE
For a specialized or consequential permanent role, posting and waiting may not reach the people most likely to make a difference. A dedicated search gives the employer a proactive way to find, engage, and evaluate talent already doing meaningful work.
Direct outreach can introduce an opportunity to experienced professionals who are not actively applying.
Competitor research and real-time search results help refine where to look and what requirements are realistic.
A focused, well-paced interview process respects candidate time and helps prevent strong prospects from losing interest.
A search partner complements your hiring team; no recruiting process can guarantee performance or retention. Outcomes depend on the role, market, employer, and candidate experience.
BEYOND A CHECKLIST
Relevant technical knowledge, problem-solving, and experience at the right scale.
Understands the role's constraints, pace, stakeholders, and operating environment.
Clear motivation and expectations that fit the opportunity and the organization's direction.
Sound judgment, communication, collaboration, and leadership suited to the level.
The strongest match brings the right capability to the role—and the right reasons to say yes.
SEARCH PRINCIPLE / GHLET'S TALK ABOUT THE ROLE
Tell Alex what your team is building and the permanent talent you need. Start with a direct conversation about the role.