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

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

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

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

Centurion Consulting Group, LLC

Senior Technical Recruiter - US Department of Transportation (DOT-OCIO)

eSimplicity

Technical Talent Acquisition Specialist, Growth

Publicis Sapient

Successfully filled technical & cleared openings (global and domestic) for Public Sector & Corporate groups
Applied innovative sourcing skills to attract and engage with potential candidates
Built and maintained talent pipelines based on needs of the business to ensure openings were filled quickly

Advanced consulting efforts as part of team leading client engagements & their implementation & integration projects within SuccessFactors Employee Central and Recruiting/Onboarding modules.

Offered solutions as Talent SME/advisor on recruiting process improvement & best practices

Completed system configurations according to set business requirements

Ensured assigned tasks (process mapping/improvements & workflows/roadmapping) are completed on deadline
Participated in requirements gathering workshops, acting as liaison between client and
Project Team Lead

Manager, Talent Acquisition - Public Sector

Redhorse Corporation

Successfully supported Redhorse’s defense and intelligence, cognitive computing, artificial intelligence, digital transformation, telecommunications, data analytics, and management engagements by identifying and hiring qualified/cleared talent for federal agencies such as GSA, DOD, DOE, USCIS, CBP, EPA, etc.

Developed diverse sourcing strategies for all openings.

Served as an internal consultant & business partner to program managers and senior leadership regarding staffing projections, advising on the best course of action for talent management, utilizing SAP SuccessFactors as HRIS administrator.

Recruiting Lead

FiscalNote

Effectively identified and attracted diverse talent at all levels while partnering with domestic and global teams, ensuring managers had an excellent hiring experience and roles were filled efficiently.  

Sourced passive potential candidates by using a variety of outreach techniques with a focus on diversity. Developed and nurtured talent pipeline to ensure future hiring needs were met.

Served as an advocate for potential FiscalNoters by keeping them informed of their status in the selection process.

Following the recent merger with CQ & RollCall, served as a strategic partner with Sales/Business Development, Engineering and Operations teams for staffing plans and sourcing strategies.

Senior Recruiter

McClatchy

Solely led talent acquisition and diversity strategy for specialized roles with McClatchy Studios including New Ventures Lab, The Creative Lab (Branded Content) and Documentary groups.
* Increased team diversity to over 40% in first year.

Talent Acquisition Specialist-Video Operations

CoStar Group

Provided high-volume full lifecycle recruiting & sourcing for the Research team, filling several Associate positions for the Toronto, Columbia, MD and Washington, DC locations.

Contract Recruiter

Huntbridge

Served as the core of the talent acquisition function by working with corporate clients to perform full lifecycle recruitment and sourcing for executive placements.  Proficient client engagement was essential to ensuring an exceptional experience.

Global client industries included:
Biotech/pharmaceutical 
Legal technology services 
Footwear designer & distributor 
Telecommunications & broadband services

Senior Search Consultant, Media & Corporate

Hogan Lovells US LLP

Successfully supported the firm's recruiting efforts by closing over 15 positions in Finance, IT, Marketing and other Business Services departments.

Business Services Recruiter

NPR (2011-2014)

Played a vital role in implementing recruiting strategies which included completing full lifecycle recruitment for a variety of roles and building relationships with hiring managers/team. Serving as the iCIMS (ATS) administrator allowed tracking new hires/candidates and run detailed queries & reports, as needed.  Managed contracts for ATS, background check and recruiting tool vendors. 

Achieved key corporate diversity goals.  Sourcing was indispensable to ensure proactive identification strong & culturally diverse candidates which in turn strengthened the candidate pool.  
Utilized Linkedin Recruiter, Facebook & Twitter for most positions; for more specialized roles, Entelo, GitHub and Dice (Digital/Creative/IT roles), AFP (Development/Fundraising roles), etc.

Successfully closed jobs in the following departments: Audience Insight & Research, Development, Digital Media, Finance, Human Resources, News & Information/Content, The Office of the General Counsel/Legal. 

Closed the following roles with directly sourced candidates:
* Gift Officer
* Manager, Development Research 
* Institutional Giving Assistant (Development/Fundraising)
* Facilities Manager
* NPR's first Data Scientist

Recruiter

Completed full-cycle recruiting/selection process for a variety of open roles in Development, Finance, Legal, etc.
Conducted Internet research and sourcing by using Linkedin Recruiter including talent pipeline building
Managed background and reference checks for selected candidates
Coordinated relocation assistance and Employee Referral Program
Represented NPR at job fairs/events

Senior Recruiting Coordinator

Screened and interviewed candidates for a variety of roles and worked closely with hiring/recruiting team and Business Partners to complete full-cycle recruiting/selection process 
Conducted Internet research & sourcing by using Linkedin Recruiter and other social media projects
Posted jobs on various websites (professional, niche, university, etc) as well as updated the internal HR newsletter
Assisted with implementation of company ATS, iCIMS 
Managed background and reference checks for selected candidates 
Coordinated relocation assistance
Managed Internship Program (3 semesters) by setting deadlines, sending official offer letters and other necessary documents, overseeing intern selection & on-boarding and working with hiring managers to utilize iCIMS during interview/selection process 
Interfaced with and provide exceptional levels of customer service to candidates, hiring managers, business unit leaders, executives and vendors
Supported college recruiting efforts and represent NPR at job fairs/events

Recruiting Coordinator

Supported Talent Acquisition, Training/Organizational & Employee Development and Employee Relations departments by coordinating various meetings, seminars and interviews, implementing new training vendor for mandatory employee orientations, posting positions by using company ATS, updating Intranet/Internet webpages, performing Internet research in relation to various project-related duties as assigned.

Human Resources Coordinator

I am a passionate HR professional with over 10 years of experience, specializing in talent acquisition and more specifically, technical/information technology recruiting.
Let's connect and explore how I can help you achieve your career goals.

Certifications include:

SHRM:
Certified Professional (SHRM-CP)
 
AIRS:
Certified Social Sourcing Recruiter
Certified Diversity Recruiter
Certified Internet Recruiter
Professional Recruiter

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