Tired of the long timelines and high costs of hiring? 

As the Founder/CEO of Think Evolutionary, I provide on-demand access to top-tier talent leadership, giving your business the expertise it needs, without the wait or expense.

From leading talent teams in high-stakes environments like government contracting, consulting firms, and competitive tech companies, I’ve seen firsthand how the right leadership and strategy can transform a company’s trajectory. After 25 years in talent acquisition, I realized many businesses need an alternative to traditional executive hires—something flexible, efficient, and tailored to their unique challenges.

At Think Evolutionary, we provide access to top-tier talent flexible pricing options built for each company. Our approach is centered on understanding your organization’s unique needs and challenges, offering:

Fractional Executives Placements
Executive Search 
Contractor and Direct Hiring Placements
Embedded Recruitment Services 

Ready to transform your talent strategy? Let’s discuss how Think Evolutionary can give your company the agility and expertise it needs to succeed.

* Connect with me here on LinkedIn

Together, let's elevate your talent game and position your business for sustainable growth.

James Jr

"We are caught in an inescapable network of mutuality, tied in a single garment of destiny. Whatever affects one directly, affects all indirectly."

As we reflect on the life and legacy of Dr. Martin Luther King, Jr., these words ring with a prophetic clarity. In today’s globalized economy and interconnected society, his declaration is more than a moral sentiment; it is a fundamental business truth.

No organization exists in a vacuum. Our success is intrinsically tied to the health of our communities, the fairness of our systems, and the dignity we afford to every individual. Dr. King challenged us to look beyond "individualistic concerns" toward the "broader concerns of all humanity."

Today, we at Think Evolutionary honor him not just with words, but by reaffirming our commitment to doing business with integrity, fostering equity in our partnerships, and remembering that "time is always right to do what is right."

Let us continue to weave a "garment of destiny" that offers opportunity and justice for all.

#MLKDay #Leadership #SocialResponsibility #Legacy #EquityInAction

James Dyson Jr

CEO/Managing Partner of Think Evolutionary | Human Capital & Talent Strategist | Executive Growth Partner

Headline: New Year. Strong 2025. Ready for 2026

As I look back on a strong 2025 at Think Evolutionary, I’m proud of the diverse challenges we tackled, from securing niche international leadership to driving a 5% headcount increase with 9 net new hires in just 10 months for a single client.

Beyond the hires, a major focus this past year was partnering with organizations to optimize their internal talent infrastructure. By refining their operations and maximizing existing networks, we helped these teams build the foundation they needed to grow sustainably and confidently.

For me, it’s about more than just filling a seat; it’s about building a resilient talent culture.

As we head into 2026, I have immediate availability for new projects and clients who need:

🔹 Fractional TA Leadership
🔹 Contract Recruiting or Sourcers
🔹 Contractor Placement & TTP
🔹 Executive Search & Direct Hire Placements
🔹 Fed and SLED Recruiting Support

I bring 25+ years of experience in high-stakes sectors: GovCon, Intel, IT/Tech, Engineering/AEC, Utilities, and Finance.

I am currently open to fractional contract, remote, or part-time opportunities where I can solve complex talent problems and help your organization evolve.

Ready to move beyond transactional hiring? Let’s connect and see how I can help you achieve your goals!

DM or email me: james.dyson@thinkevolutionary.com

🔗 www.thinkevolutionary.com

The only difference between "Contacts" and "Contracts" is the "R."

My colleague Darryl E. Peek II says it best: That the "R" stands for Relationships.

In 2026, the era of the "Black Book" is over. You know the model, the sales rep who guards their Rolodex like a secret, only to have the value vanish the moment they leave the firm.

At Think Evolutionary, we’ve traded the black book for a different blueprint.

We don't rely on transactional "gatekeepers." Instead, we’ve built a collaborative ecosystem of BD experts, proposal architects, and fractional leaders who move the needle for our clients in IT, GovCon, Engineering/AEC, and Utilities.

But here is the real shift: We don't just "fish" for you. We’re in the business of teaching our clients how to fish—building your internal systems so you can scale independently.

In my latest article, I explore:
1.  Why the traditional "Sales Rep" model is failing in specialized industries.
2.  The data behind why the "Relationship Imperative" is the #1 driver of ROI in 2026.
3.  How to turn a network of "contacts" into a pipeline of "contracts" through trust and value.

Are you building a database, or are you building a legacy??

👇 Click below to read the full analysis on why the "R" is your most valuable asset this year.

#Networking #RelationshipCapital #GovCon #AEC #ThinkEvolutionary #StrategicPartnership #BusinessGrowth

In the fast-paced, digital-first landscape of 2026, many businesses operate under the illusion that transactions drive success. A quick handshake, a s

Open article: Beyond the Black Book: The Relationship Imperative in 2026 Talent Strategy by James Dyson Jr • 5 min read

Beyond the Black Book: The Relationship Imperative in 2026 Talent Strategy

Stop hiring for yesterday's roles.

In 2026, the "wait and see" approach to talent isn’t just slow—it’s expensive. Between the "Missing Middle" gap in Engineering and the $1T federal defense pipeline, the math of just-in-time hiring simply doesn't add up anymore.

I’ve spent 20+ years watching firms win massive contracts only to realize they didn’t have the architecture to execute. That’s why I just published a deep dive on why Strategic Workforce Planning is no longer an HR task; it’s an executive’s most critical financial lever.

In this article, I break down:
1.  The "Silver Tsunami" threatening AEC and Utilities.
2.  Why the cost of a "bad hire" in 2026 is eclipsing 150% of their salary.
3.  The Audit, Forecast, Architect framework we use at Think Evolutionary to   bridge the Gap.

Is your 2026 growth plan based on data, or just hope?

I’d love to hear from my fellow Execs and Ops leaders: What is the single biggest "skills gap" keeping you up at night right now?

👇 Read the full analysis below and let’s discuss in the comments.

In the boardroom of 2026, a shift has occurred. The era of "reactive hiring"—the practice of posting a job description only after a resignation letter

Open article: The Efficiency Mandate: Why Strategic Workforce Planning is the CEO’s Most Critical Lever in 2026 by James Dyson Jr • 4 min read

The Efficiency Mandate: Why Strategic Workforce Planning is the CEO’s Most Critical Lever in 2026

Are you looking for a resume-sender or a Strategic Partner?

In my 25+ years in Talent Acquisition, I’ve seen the difference between the two. One sends you a pile of paper and hopes for a fee; the other engineers a system that makes your business more valuable.

In industries like GovCon, AEC, and Utilities, "just-in-time" hiring is a recipe for missed milestones. You need an architecture, not just a search.

At Think Evolutionary, we don’t just "recruit." We embed ourselves in your growth.

A recent client came to us needing 10 critical hires in 11 months. We delivered the talent, but then we stayed to fix the engine:
1.  The Tech: Overhauled their ATS and automated their sourcing and candidate engagement.
2.  The Process: Built a "Hiring Manager Toolkit" to turn interviews into a data-driven science.
3.  The Results: Transformed a reactive hiring process into an effective Talent Machine.

Whether you are a Federal Contractor needing a winning staffing plan for a massive RFP or an Engineering firm architecting a succession plan, we bring 25 years of "how-to" to your team.

That is the Think Evo RaaS (Recruiting as a Service) advantage: Elite, project-based talent leadership that fits your budget and your timeline.

Stop settling for "transactional" recruitment. Let’s build your legacy.

Reach out to me directly here or at: 📧 james.dyson@thinkevolutionary.com

#TalentAcquisition #GovCon #AEC #Engineering #ThinkEvolutionary #TeamBuilding #RecruitingAsAService

No one scales alone. Your network is your net worth, especially in specialized talent.

The complex demands of IT/Tech, GovCon, Engineering/AEC, and Utilities require more than just in-house expertise. It demands an ecosystem.

At Think Evolutionary, we've cultivated a robust network of strategic partners to deliver high-end, comprehensive services to our clients. We bring the "best of the best" to your toughest challenges.

Our trusted partners include:
1.  Business Development & Proposal Experts: To help you strategize and win major bids (especially crucial in GovCon).
2.  Change Management Consultants: Ensuring smooth transitions and adoption of new strategies.
3.  Fractional Executives: Providing top-tier leadership on demand for specific projects or interim roles.

This means you get a seamless, integrated solution, from winning a federal contract to implementing new tech, to optimizing your workforce for long-term growth. It's not just about us; it's about the comprehensive value we unlock through our collective expertise.

Who's in your corner when the stakes are high?

Let's discuss how our ecosystem can power your next leap forward.

📧 james.dyson@thinkevolutionary.com

#StrategicPartnerships #BusinessGrowth #ThinkEvolutionary #IT #GovCon #AEC #Utilities #FractionalLeadership

Reflecting on January: The Cost of the Climb

January 2026 is done, and it’s been a masterclass in what it actually takes to grow. We often talk about the "hustle," but we don't always talk about the grit, or the price tag that comes with it.

Here are the truths I'm carrying into February:

You Pay Either Way

This is a mantra I’ve come to live by. Too many people try to find the "cheapest" route or a shortcut. They skip the tools, look for the cheapest labor, and avoid the deep work, then wonder why success hasn't found them yet.

The reality? You get what you pay for. Whether it’s your money, your time, or your focus, your level of investment determines your level of growth. There are no free rides; you pay for success with your resources or your time. You pay either way.

Be Decisive! 

A true visionary needs more than a desire for quick cash; they need the ability to make decisions decidedly and decisively. If you want to build a business but don't want to learn the details of how it functions, you aren't building, you’re just hoping. Real growth requires a clear approach to the market and the courage to make the hard calls that differentiate you from the noise.

Find Your "Unpolished Gold"

Not every smiling face is a helping hand. I’ve learned that real gold is rarely shiny when you find it; it’s usually rough, unpolished, and covered in the dirt of the journey.

You have to be willing to dig, find, and polish it yourself. When you find that raw potential, or the people willing to get in the trenches with you…don’t trade them for someone else’s "pre-polished" version. Invest in the people who help you dig.

The Bottom Line:

• Cherish the "Check-ins": The people who pick up the phone and text to check on you are the most valuable parts of your life. Cherish them and be there for them always.

• Keep Moving: You will lose more battles than you win. That’s the game. But if you stop fighting, you’ll never know how sweet that win will be.

• Ignore the Noise: Never let someone else’s insecurities stop your progress or shake your confidence.

January was the lesson. February is the execution.

Are you hiring for where you are, or where you’re going?

Most companies hire to solve a problem that happened yesterday. They have a vacancy, they feel the pain, and they hunt for a "plug-and-play" replacement.

But in IT, Engineering, and GovCon, hiring for the status quo is a recipe for stagnation.

At Think Evolutionary, we take a different approach. We don't just "fill roles." We look at your 3-year roadmap and architect your team to meet it. This means:

1.  Identifying the "Successor" roles before you need them.
2.  Evaluating candidates not just on their past resume, but on their ability to scale with your vision.
3.  Ensuring every hire is a brick in the foundation of your long-term legacy.

Stop firefighting and start building. We help you find the talent that doesn't just do the job, they evolve the company.

How far ahead is your current talent strategy looking? Let's bridge the gap.

#StrategicHiring #GrowthMindset #ThinkEvolutionary #TeamBuilding #TalentSolutions

Hiring hasn’t broken.
But it probably feels heavier than it used to.

Roles take longer to fill.
Decision making drags because everyone needs to weigh in.
Strong candidates disappear quietly while you are still aligning internally.

This is not because people stopped wanting to work for you.
It is because your hiring system never evolved past early-stage growth.

As companies scale, a few patterns show up fast:

• Time to fill increases because the entire company interviews every candidate
• Decisions slow because ownership is unclear
• Quality of hire declines because good candidates do not wait through long processes
• Managers improvise interviews instead of evaluating consistently
• Hiring becomes reactive instead of intentional

This is not a recruiter problem.
It is a system maturity problem.

A quick note on inclusion and culture, because this often gets misunderstood.

Early interview panels are usually founders and senior leaders. That is normal.
What changes outcomes is not who is in the room. It is who is in the candidate slate.

When sourcing happens through the same few networks, the results look the same.
Expanding access upstream creates better options downstream.

This is where Talent Acquisition leadership matters earlier than most companies expect.

Not just to fill roles, but to design:
• Clear hiring processes
• Faster, more confident decisions
• Diverse candidate slates sourced intentionally
• A hiring experience that scales with the business

This is the gap fractional TA leadership is built to fill.

Every company’s growth story is different. If you are curious how Think Evolutionary’s fractional TA leadership model could work for your specific stage and goals, feel free to reach out.

You can DM me on LinkedIn or email me directly at james.dyson@thinkevolutionary.com 


#ThinkEvolutionary #FractionalTA #TalentAcquisition #StartupLeadership #HiringStrategy #WorkforceOptimization

Your "Hiring Delay" is a $6,000-A-Day Revenue Leak!

Most CEOs look at recruitment as a tactical expense. I look at it as Capital Preservation.

In 2026, the "Ugly Math" of an empty seat is a boardroom crisis. When a Program Director, Construction PM, or Systems Engineer role sits vacant, you aren't saving on salary; you are hemorrhaging billable margin and project velocity.

According to verified industry benchmarks and SHRM research: 
🔴 Senior Engineer: ~$1,250/day in lost profit & drag 
🔴 Construction PM: ~$3,000/day in schedule slip & rework 
🔴 Program Director: ~$6,000/day in portfolio-level risk

If that seat stays empty for 30 days, you haven't "saved" a budget; you've potentially leaked $180,000 in total economic value.

At Think Evolutionary, we don't just "recruit." We are strategic partners with 25+ years of experience who help you calculate, forecast, and plug these leaks before they hit your year-end EBITDA.

Are you watching the "fee," or are you watching the "burn rate"?

👇 I’ve broken down the deep-research math of the Revenue Leak in my latest article. Read how to protect your margins.

#ForwardThinking #GovCon #AEC #TalentStrategy #ThinkEvolutionary #RevenueLeak #WorkforcePlanning #EngineeringLeadership #EBITDA

In the executive suite, we are disciplined in managing what is visible. We hedge against fluctuating material costs, optimize tax strategies, and scru

Open article: The Revenue Leak: Architecting Capital Preservation in the Face of the $6,000-A-Day Vacancy by James Dyson Jr • 5 min read

The Revenue Leak: Architecting Capital Preservation in the Face of the $6,000-A-Day Vacancy

Winning a GovCon bid is only half the battle. Executing it is where most firms fail.

You just poured months into an RFP. You won!!!  But now... do you have the cleared talent, the key personnel, and the compliant staffing plan to actually deliver?

The "Proposal-to-Performance" gap is where GovCons lose millions, compromise their reputation, and jeopardize future awards.

At Think Evolutionary, we don't just understand this; we've lived it for over 20 years across Federal, SLED, and Utility sectors. We partner with BD and Proposal experts, bringing large agency value at smaller firm costs.

We help you: ✅ Write Winning Staffing Solutions: Aligning talent directly to your technical approach. ✅ Navigate Contract Lifecycle: Understanding the nuances from bid submission to contract close-out. ✅ Secure Key Personnel: Ensuring Day 1 readiness with cleared mission-critical talent.

Don't let talent be your weakest link after a monumental win. Let's make it your strongest.

Ready to turn bids into executed contracts? Connect with me.

📧 james.dyson@thinkevolutionary.com

The "Missing Middle" is the invisible ceiling on your company's growth.

In the IT, Engineering/AEC, Utilities, and GovCon sectors, we are facing a demographic crisis. We have a brilliant senior class retiring and a hungry junior class rising.

But the "Middle", the Project Managers and Directors who turn vision into reality, is empty.

If you are a company spending your time firefighting internal workflows because you don't have a mid-level leadership layer you can trust, you aren't scaling. You’re just treading water.

In my latest article, I explore:
🔴 Why the "Silver Tsunami" is draining tribal knowledge from your firm
🔴 The 200% cost of failing to bridge the "Competency Chasm" 
🔴 How Think Evolutionary uses Fractional Mentors to upskill your juniors into the leaders you need tomorrow

Stop fishing in an overfished pond. Start growing your own leadership engine.

👇 Read the full blueprint for solving the "Missing Middle" here:

#LeadershipGap #SuccessionPlanning #GovCon #AEC #ThinkEvolutionary #WorkforcePlanning #CEOStrategy

In the executive suites of Engineering/AEC, Government Contracting (GovCon), and the Utilities sector, a demographic "perfect storm" is no longer on t

Open article: The Talent Gap: Solving the "Missing Middle" Crisis in Engineering/AEC, GovCon, and Utilities by James Dyson Jr • 5 min read

The Talent Gap: Solving the "Missing Middle" Crisis in Engineering/AEC, GovCon, and Utilities

Recruiters and agency owners, I have to tell you- your industry has been WAY behind on the marketing game. 
Many of you are still cold calling & are constantly chasing leads. 
I get it, it’s worked and maybe still does, but it takes so much of your time &  the world around you has changed, evolved &  shifted but most of you still haven’t. 

Then those of you that are ‘marketing’ aren’t really moving the needle with it. 

You've probably tried-
❌ Using AI to create content, which is helpful but is it working? (It’s not, I promise)
❌ Posting random content without a clear strategy 
❌ Wasting hours on tech, editing & distribution then spiral into doubt 
❌ Outsourcing to some type of agency or VA that gave you generic, forgettable posts

Most  of the content recruiters are using are flat, generic and just part of the noise. You know the kind I’m talking about. You’ve seen it (and probably used it)-
📉 Only posting open jobs
📉 Generic LinkedIn posts from Chat 
📉 Inauthentic, Canva branded, templated content that only look cool, but has no real value


But the successful agencies aren’t chasing new clients, they’re attracting it with their marketing. 

Recruiters who get ahead in this market aren’t just making calls, they’re building a brand that attracts their ideal clients & drives revenue.

That’s why we build something COMPLETELY different. 

The Ora Hour was built for recruiters who:
✔ Want inbound leads that convert without wasting time chasing prospect 
✔ Need a system that’s fast & effective, not a full time second job so you get your freedom back 
✔ Know their brand should be their biggest sales asset & need a marketing partner to build it

We have a done FOR you marketing agency that helps you:
✅ Attracts inbound leads that convert into real SALES
✅ Respects your time- you give us an hour, we deliver a month’s worth of original content 
✅ Keep you at the center of your content so it’s real, authentic & actually works

The results speak for themselves: 
💬 “We’re 90 days in & I’m finally on track for my first million dollar year.” 
💬 “I’m on the verge of a $100K month because of our videos—something I haven’t done in ten years.” 
💬 “In 365 days, we’re up 841,464% with 600,819 impressions.”

If you’re ready to build a brand that attracts clients & scales your revenue, without wasting time on content, send me a message.
93% of our clients stick with us because what we do WORKS.

Grab me a chair at your table- I’m your new fractional CMO. 

Send me a DM to set up a call or go to our website & see our testimonials if you still aren’t convinced.

Alexis Meschi

This year my girls put together a Christmas gift for me that was beyond words.
I have always been obsessed with "Little Women". Growing up with 4 sisters (and a brother) then having my own 3 daughters, the beauty, simplicity and wisdom of the book has resonated with me at various seasons through my life. Then I got my girls into the book and the movies so it's always held a special place in our lives. 

For Christmas, they organized a photo shoot of themselves and surprised me with a framed photo then a photo album of all the photos of my "little women". I bawled my eyes out. 

Dealing with raising young adults is not always easy. 
Life situations get more complex and closer to the ones you deal with yourself as parents. Learning to let go while still support is something I really wish there was a handbook for. 
But, beginning to see your children become thoughtful humans who selflessly serve you, not just themselves, is one of the most powerful experiences. 
I felt the full effects of that this year and it was the most beautiful gift I've ever gotten.

Alexis Albright Meschi

Most recruiters chase clients. Ours attract them. | I’m your new fractional CMO.

Early in my business, there was a moment where I realized I couldn’t keep flying blind financially. I wanted to understand my numbers and feel empowered. So instead of hiring a bookkeeper to simply handle my books, 
I hired an accountant to teach me how to do it all myself.

In theory, it felt like the “responsible” choice. We met for five long sessions, hours at a time, walking through spreadsheets, reconciliations, categories, and processes. I kept telling myself this was part of becoming a real business owner.
By the end of that fifth session, I remember sitting there thinking something profound.

"This has been such a waste of time".

Not because accounting doesn’t matter, but because this was never where my value was meant to live. I didn’t feel more confident. I didn’t feel more in control. I just felt drained, still unsure, and painfully aware that I had spent hours trying to become mediocre at something I would never be great at.

That was a turning point for me.

It was the moment I understood that strong leaders don’t try to do everything themselves. They get honest about what they’re actually good at, and they build support around everything else.

I’m good at seeing patterns and creating custom solutions.  I’m not meant to be buried in spreadsheets at midnight just to prove I can do it.

I see this exact same pattern play out with recruiters in marketing and business development all the time. There are things I can’t do for you- I can’t make your sales calls, source candidates, or close deals on your behalf. And honestly, you wouldn’t want me to. That’s your zone of genius.

What I can help with is building inbound systems that support those strengths. Systems that create visibility, trust, and momentum so when conversations happen, they’re already warmed. Already aligned. Already moving in your direction.

Marketing isn’t about adding more to your plate or proving you can handle everything alone. It’s about putting the right structure and support in place so you can spend your time where it actually creates growth.
That’s not a loss of control- that’s what real leadership looks like.

(Last night's view onto one of our scenic decks)

January has a way of clarifying things.
What you want more of and what you’re done tolerating.
And what actually needs to change if this year is going to look different.
That’s why Donnie Gupton 🦅 and I released our updated Inbound Playbook- a free resource built for recruiters who want to attract business instead of constantly chasing it.

This isn’t another long PDF that feels productive but leaves you unsure what to do next. It’s a practical blueprint based on what we see working right now for recruiters building inbound momentum.

Inside, you’ll learn how to:
• Show up with authority (not just stay busy)
• Post consistently using 20 proven content frameworks that convert
• Turn attention into conversations with our Lead · Serve · Connect model

This is about starting the year with structure- not guesswork.

Because when your brand is clear and intentional, growth stops feeling forced.

Comment "2026" and I’ll send it to you.

The buzz on LinkedIn right now is all around "Educational Storytelling". Most recruiters think this means teaching explaining processes, sharing tips or laying out frameworks.
That’s not what actually builds trust with your target market (or working to play well with the algorithm). 
Educational storytelling is teaching through situations leaders already recognize, not instructions they didn’t ask for.

It’s the difference between saying:
“Here’s how our recruiting process works.”
And saying:
“Here’s what I keep seeing happen inside hiring teams, why it quietly creates risk, and what actually changes the outcome.”

Your target market listens to people who clearly understand what it feels like to hire when the stakes are high.

Here's a simple structure recruiters can use to be strategic and to attract the right conversations.

This is the number 1, easiest, simplest piece of advice I could give jus about everyone if you want to be seen as a leader and stand out.

It's not complicated. 
It's just rarely done right.

Most recruiting firms don’t wake up one day and realize something is wrong.
I've learned that nothing breaks, or collapses or feels urgent.
Here's what recruiters really feel-

Heavy.

Referrals slow-  but they don’t stop.
Legacy clients still hire- just less often.
Wins take longer.
The pipeline feels thinner, but not empty.

So it’s easy to tell yourself everything is fine.

But here’s what I see over and over again in conversations with recruiters:
What disappears first isn’t revenue- it’s predictability. Predictability in where the next opportunity is coming from or your pipeline. And when predictability goes away, pressure creeps in,  even if the numbers still look okay on paper.

That’s usually the moment I hear recruiters start saying things like:
“It’s been a strange year.”
“Things feel a little up and down.”
“It’s not bad… just inconsistent.”

That feedback is a signal. 

The way growth used to compound quietly stopped doing that. And in today’s market, relying solely on referrals and legacy clients doesn’t protect you the way it used to. Predictable inbound doesn’t come from waiting.

It comes from being visible, trusted, and familiar before you need the business.
That shift is uncomfortable, but ignoring it is riskier.

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