Staffing & talent partners founded 2025
We fill remote and on-site roles across the front office and the front line — finance and engineering, nursing and pharmacy, journeyman trades, production, logistics and hospitality. Every search runs to the same standard.
01 Why we exist
Most staffing runs on volume. A req comes in, a stack of résumés goes out, and the first person to answer the phone gets the job. It is fast. It is also why so many placements come apart inside a month.
We built Vanguard around the ninety-day mark instead. Every role — a controller in Chicago, a 6G welder on nights, a remote revenue-operations lead — gets a written scorecard, a verified shortlist, and one named person answerable for how it looks three months in.
That standard holds at every pay band on this page.
02 What we staff
Remote, hybrid and on-site. Temporary, contract and permanent. Every title below is a role we fill.
Individual contributor through director level, hired to the same bar whether the desk is in your building or three time zones away. Leadership searches run retained.
Roles where the license is the job. We verify against the issuing board before a résumé ever reaches you.
Ticketed tradespeople and apprentices. Cards checked, hours confirmed, references actually called.
Production and warehouse crews who turn up on time and stay. A full crew for a ramp, or one operator for a gap.
The people who keep freight moving on schedule, from the yard gate to the final mile.
Front of house, back of house, and the crews who keep the building running after everyone else goes home.
For employers
For candidates
03 How it runs
We sit with the hiring manager and the supervisor who will actually run the shift. Scope, shift pattern, pay band, must-have credentials, and what “good” looks like at day ninety, written down and agreed before we source anyone.
Our existing bench first, then targeted outreach. Every candidate is scored against the same written rubric, and the opening pass is reviewed with names, photos and dates stripped out.
Right-to-work, licenses and tickets checked against the issuing body, references called, and background or drug screening where the role genuinely requires it. All of it happens before a name reaches your inbox.
Shortlist inside 48 hours. We check in at day 7, day 30 and day 90. If the fit is wrong inside ninety days on a direct hire, we run the search again at no additional fee.
04 Engagement
Permanent placement. The fee is payable on the start date, and carries a 90-day replacement guarantee.
Workers stay on the Vanguard W-2. We carry payroll, employment taxes and workers' compensation; you approve the hours.
A working trial with a defined end. Convert at any point after it with no conversion fee.
For high-volume ramps: a Vanguard coordinator works from your floor handling scheduling, attendance and turnover reporting.
Compliant hiring in states where you hold no entity. We act as employer of record, so the role can open anywhere.
For leadership hires. Staged fee, exclusive assignment, a written search plan and a named lead who runs it end to end.
05 Access
Below is the list of mechanisms we actually run, rather than the values we could claim. If we fall short of one of them, write to melo@vanguardstaffingsolutions.com and it reaches the person accountable for fixing it.
In writing, before the first conversation, including the shift differential where one applies.
Names, photos, addresses and graduation years are stripped before the opening review.
The same written rubric for every candidate on a role, so “culture fit” never becomes the deciding word.
Interview adjustments arranged for anyone who asks. No documentation required, no effect on the assessment.
Screening, onboarding paperwork and safety briefings available in both. Formularios de contratación y capacitación de seguridad disponibles en español.
We weigh a record against what the role actually requires, in line with EEOC guidance and applicable fair-chance law.
Credential translation from military occupational codes, and portable placement for spouses who relocate.
Employers pay our fees. Candidates pay nothing, at any stage, for any reason.
06 In their words
A hire only works if it works for the employer and the person taking the job. We ask both.
We needed forty people on nights inside two weeks. Vanguard had twenty-six on the floor in the first week and put a coordinator on site until the line was running clean. Nobody else would even quote the timeline.
Two agencies before this one took a cut of my check and never said so up front. Vanguard told me the rate before the interview, and that was the rate on my first payslip. That is the whole difference.
The written scorecard sounded like overhead until the first search. Three roles, three starts, all three still with us a year later. We have stopped running our own process.
07 Questions
Direct hire is a percentage of first-year base salary, agreed in writing before we start and payable only when someone actually starts. Contract staff are billed at an hourly rate that already includes payroll taxes, workers' compensation and our margin — one number, no surprise add-ons.
No. Never, for any reason. If someone claiming to represent Vanguard asks you for money, it is not us — email melo@vanguardstaffingsolutions.com and we will deal with it.
A qualified shortlist lands within 48 hours of an agreed intake. Licensed and senior corporate searches typically run longer than industrial ones — and we will tell you that at intake rather than after.
Yes. For volume hiring we run an on-site managed model: a Vanguard coordinator works from your floor handling scheduling, attendance, redeployment and turnover reporting, so your supervisors stay on production instead of staffing.
Yes. We act as employer of record, so the person is legally employed by us and assigned to you. That covers registration, withholding and state-level compliance without you opening an entity.
On a direct hire, if the placement ends within ninety days we run the search again at no additional fee. On contract, tell us and we redeploy — you are billed only for hours actually worked.
Yes. We assess any record against the genuine requirements of the specific role, in line with EEOC guidance and applicable fair-chance law. A record is never treated as an automatic bar, and we are candid with candidates about the roles where a legal restriction does apply.
08 Start here
Two doors, one inbox. Whichever side you are on, a person reads this and answers it.
¿Busca trabajo? Escríbanos en español y le respondemos en español.
Prefer email? melo@vanguardstaffingsolutions.com
