CEO

Charlie Phillips

Technology Staffing made simple. My goal is to learn as much as possible about our customer’s technologies, culture, and business process needs. The more we know about our customers, the better prepared we are to provide the best possible candidate. Catapult Recruiting provides Technology and Engineering staffing services for every business need including contract, contract-to-hire and permanent placements. We have worked to build a team of the finest Talent Acquisition Specialists available, consistently winning the most challenging and rewarding projects.

CIO, Engagement Services

Sammy McCubbins

Helping organizations leverage technology and align it with their business goals for over 30 years.
Expertise in gap analyst, team support, account management, end to end users communication and collaboration. Responsible for regular status updates, reporting metrics to measure consultants performance and clients expectations.

Skills:
I listen closely to our customers requirements and preferences including technical, interpersonal, cultural and tailor solutions to meet those specific needs. I will frequently review progress as to assess our performance and ensure we are continuously exceeding expectations.

Specializing in Contract, Contract to HIRE, and Direct Hire (FTE) Placement Staffing Services across the United States.

Certified Performance Technologist

Client Success Manager

Jenny Phillips

Helping organizations leverage technology and align it with their business goals. I focus on Relationship Building. I build, develop, and maintain relationships with clients. Additionally, I successfully review job descriptions so I can understand the needs of the hiring manager as well to ask questions that’ll help me identify the right candidate(s). Another part of my job is to understand technology, technical roles/skills, and ability to learn and evaluate candidate’s technical skills. I must ascertain the competence of the candidates against a technical job description. Another very important part of my job is to meet with clients by phone, in person, or through a video conference. Lastly, I present the candidate to the hiring manager to be considered for the job opportunity while keeping the candidates in the loop. This allows me to keep my workflow running smoothly while building my credibility with the candidates and hopefully keeps them coming back to me or sending me more referrals.

Expertise in gap analyst, team support, account management, end to end users’ communication and collaboration. Responsible for regular status updates, reporting metrics to measure consultants’ performance and clients’ expectations.

Sales and Marketing of technology service for technical industry.

Responsible for establishing accounts.

I listen closely to our customers’ requirements and preferences including technical, interpersonal, cultural and tailor solutions to meet those specific needs. I will frequently review progress as to assess our performance and ensure we are continuously exceeding expectations.

CATAPULT Specializes in Contract, Contract to HIRE, and Direct Hire (FTE) Placement Staffing Services across the United States.

Office Manager

Anna

As the Office Manger it is my goal is to incorporate the wealth of knowledge and customer service that I have acquired to provide support to our team. With a background in benefit administration and office management I am responsible for onboarding new staff members, benefit administration, human resources, sourcing and providing administrative support. Outside of work, I enjoy spending time with my family, freelancing as a photographer and dragon boat racing.

Recruitment Manager

Wade

As a Technical Recruiter I focus on Relationship Building. I build, develop and maintain relationships with technical candidates and clients. Additionally, I successfully review job descriptions so I can understand the needs of the hiring manager as well to ask questions that’ll help me identify the right candidate(s). This is by far the most important skill a technical recruiter needs. Another part of my job is to understand technology, technical roles/skills and have the ability to learn and evaluate candidate’s technical skills. Also, my job requires me to identify, source and uncover candidates. After finding candidates, I must ascertain the competence of the candidates against a technical job description. Another very important part of my job is to interview the candidates by phone, in-person, or through a video conference so I can assess their qualifications. Lastly, I present the candidate to the hiring manager to be considered for the job opportunity while keeping the candidates in the loop. This allows me to keep my workflow running smoothly while building my credibility with the candidates and hopefully keeps them coming back to me or sending me more referrals. Members of all our teams are provided cutting edge tools to compete in today’s challenging staffing environments. Maintain all pertinent applicant and interview data in the applicant tracking system Everybody wins when great talent is unleashed!

Director of Partnerships & Business Development

Scott Brown

As Director of Partnerships & Business Development, I am focused on curating new client partnership opportunities that can benefit from our specialized expertise in sourcing highly qualified candidates to meet the needs of the business.  With decades of experience leading business teams, working closely with recruiting partners to source and hire resources I have a unique insight that enables my goal of building long lasting collaborative relationships with our clients.   Ensuring that Catapult understands each client’s unique needs intimately and provides exceptional service and the very best technologists.

Technical Recruiter

Zac Marberg

As a Technical Recruiter, I tend to focus on relationship building, both with the client and the candidates. I love to build and maintain a pleasant and professional rapport with the clients and candidates to ensure both parties are receiving the best recruiting experience. I pride myself on having a consistent and clear open line of communication. Part of my job is not only learning about the company, but also understanding the company’s needs by successfully reviewing job descriptions and partnering with their hiring managers. I also enjoy learning about and understanding the technical skills/experience required for each role. My role also requires me to identify, source, and review candidates, as well as their skills level to assert if they are qualified candidates for the role. An important part of my role is to speak with and interview each candidate to assess their credentials and skills. Once a qualified candidate is reviewed and spoken with, I submit the candidate to the company’s hiring manager for consideration. Having an organized interview process and systems allows for a smooth-sailing process from start to finish while continually building my relationships with both the client and the candidate.

Lead Consultant

Steven Lange

Technology and infrastructure management with a strong background in database architecture, administration and development. Great record of success in automating and managing billion dollar enterprises. Proven track record in IT operations and management, while solving business issues. Expertise in Information Technology from the ground up and bringing IT professionals to the organization that can leverage technology to meet current business needs.

Principle Technical Architect

Darnell Hudson

Bio coming soon

Technical Recruiter

John Phillips

I successfully review job descriptions so I can understand the needs of the hiring manager as well to ask questions that’ll help me identify the right candidate(s). This is by far the most important skill a technical recruiter needs. Another part of my job is to understand technology, technical roles/skills and have the ability to learn and evaluate candidates technical skills. Also, my job requires me to identify, source and uncover candidates. After finding candidates, I must ascertain the competence of the candidates against a technical job description. Another very important part of my job is to interview the candidates by phone, in person, or through a video conference so I can assess their qualifications. Lastly, I present the candidate to the hiring manager to be considered for the job opportunity while keeping the candidates in the loop. This allows me to keep my workflow running smoothly while building my credibility with the candidates and hopefully keeps them coming back to me or sending me more referrals.

Client Success Specialist

Samantha Phillips

As a Technical Recruiter I focus on Relationship Building. I build, develop and maintain relationships with technical candidates and clients. Additionally, I successfully review job descriptions so I can understand the needs of the hiring manager as well to ask questions that’ll help me identify the right candidate(s). This is by far the most important skill a technical recruiter needs. Another part of my job is to understand technology, technical roles/skills and have the ability to learn and evaluate candidates technical skills. Also, my job requires me to identify, source and uncover candidates. After finding candidates, I must ascertain the competence of the candidates against a technical job description. Another very important part of my job is to interview the candidates by phone, in person, or through a video conference so I can assess their qualifications. Lastly, I present the candidate to the hiring manager to be considered for the job opportunity while keeping the candidates in the loop. This allows me to keep my workflow running smoothly while building my credibility with the candidates and hopefully keeps them coming back to me or sending me more referrals.