Everyone else sends résumés. We send the person who fills the gap.
Tech, aerospace, healthcare, apparel, food & beverage, entertainment, luxury, and non-profit. The kind of places where one wrong hire is felt by everyone.
A resume tells you where someone has been. It doesn’t tell you how they think, how they decide, or how they’ll show up when the work gets hard. That’s what we look for.
Three ways we plug in, depending on what your team actually needs.
The right hire for the role in front of you. Targeted recruiting built for long-term fit, backed by a 90-day guarantee.
Recruiting that works like part of your team. Ongoing hiring support through a simple, predictable monthly subscription.
Kase Konkright spent 25+ years inside organizations, owning the hiring decisions that mattered, not at an agency, but on the other side of them. He built Signal & Strand because he saw what was broken: extractive models, agency fatigue, and systems designed to bill, not to help. So he built the alternative, one that gives back to its community and makes hires that change everything for the organizations they join. Experienced. Accountable. Human.
– Kase
Signal & Strand is the firm our founder spent 25+ years wishing someone would build. So he built it.
He led the teams, made the hires under pressure, and owned the systems himself, and spent those years watching vendors profit from work that was fragmented, rushed, or built to extract. Signal & Strand is the alternative: recruiting and ongoing people-systems support, delivered with the hard-won clarity of someone who’s actually sat in your seat. This is what he needed back then and never got.
Contingent recruiting and Recruiting as a Service (RaaS), for organizations whose hiring needs look nothing alike but demand the same judgment.
A $5B consumer electronics company hiring its next Chief Product Officer. An apparel brand chasing the right designer. A CIO building a first-of-its-kind AI team. A non-profit that can’t afford to get its only hire this year wrong. Different stakes, same approach: context, restraint, and a real understanding of what’s on the line. We’ve sat on every side of these decisions, and we build hiring processes that hold up when the pressure is real.
Ongoing Workday support: post-implementation cleanup, optimization, and managed services.
This isn’t project-only consulting that disappears when the invoice clears. It’s steady, experienced support that keeps Workday functional, trusted, and aligned with how your organization actually runs. No constant change orders. No revolving cast of consultants.
Leaders who need execution they can count on, not another deck of advice.
Founders, HR leaders, and executives who are done managing vendors and want a partner who takes weight off their team instead of adding to it. Some come for one critical hire. Some embed us for the long haul. What they share is the same want: fewer handoffs, clearer ownership, and someone who treats their hire like it matters as much as it does. Most describe it the same way: “This feels like relief.”
Because extractive models quietly fail people, and we refuse to run one.
Our team is paid well above market, works at a realistic pace, and is never rewarded for overselling or rushing, so nobody here ever has a reason to push you toward a fast hire over a right one. And we believe you can’t do well unless you do good, so we donate a large portion of our profits and give significant time to pro-bono recruiting for the non-profits that can’t afford to get a hire wrong. You feel all of it in the work: sharper judgment, steadier delivery, and outcomes that hold long after the contract is signed.
