The people who do the work, found properly.
Now staffingsoftware engineers, registered nurses, journeyman electricians and more
Screened four ways
Background check, drug test, reference checks, skills assessment.
Delivery from New Jersey and Pune
Two centres, around the clock, on one delivery model.
Three lanes, one firm
Technology, healthcare and energy under a single contract.
Every engagement model
Contract, contract-to-hire, direct placement, managed services, project workforce.
Choose the lane, see the work
Each practice runs its own recruiters, its own screening and its own leadership. Switch between them to see what we place and how we engage.
What we recruit
Software Development
- Full Stack
- Frontend
- Backend
- Mobile
- QA
Cybersecurity
- Security Analyst
- Penetration Tester
- SOC Engineer
- IAM Specialist
- Compliance Officer
Cloud & DevOps
- Cloud Architect
- DevOps Engineer
- Site Reliability Engineer
- AWS / Azure / GCP Specialist
- Infrastructure Engineer
Data Science & AI
- Data Scientist
- ML Engineer
- Data Engineer
- AI Researcher
- BI Analyst
How we engage
- ContractA professional joins your team for a defined period. RSC employs them, runs payroll, and carries the employment obligations. You direct the work.
- Contract-to-hireThe engagement starts on contract so both sides can judge the fit in the work itself. If it holds up, the person converts to your payroll. Conversion terms are agreed before anyone starts.
- Direct placementA permanent hire, sourced and screened by RSC, offered directly by you. One fee, paid on start.
- Managed servicesRSC owns an outcome rather than a headcount: proactive IT support and monitoring, a 24/7 helpdesk, cybersecurity, cloud infrastructure management, and IT strategy and consulting.
Five ways to bring people in
The difference between these is who carries the employment obligations, and for how long. We will tell you which one fits before you ask.
Contract
01A professional joins your team for a defined period. RSC employs them, runs payroll, and carries the employment obligations. You direct the work.
Contract-to-hire
02The engagement starts on contract so both sides can judge the fit in the work itself. If it holds up, the person converts to your payroll. Conversion terms are agreed before anyone starts.
Direct placement
03A permanent hire, sourced and screened by RSC, offered directly by you. One fee, paid on start.
Managed services
04RSC owns an outcome rather than a headcount: proactive IT support and monitoring, a 24/7 helpdesk, cybersecurity, cloud infrastructure management, and IT strategy and consulting.
Project workforce
05A crew, supervised and managed by RSC for the length of a project, with time, location and compliance tracked through workforce management software.
Not sure which model fits the work in front of you?
Talk it through with usNew Jersey and Pune, around the clock
RSC India is our own offshore delivery facility in Pune, not a vendor. It gives clients round-the-clock support, access to a global talent pool and a lower cost base.
Headquarters
Rockleigh, New Jersey
Client leadership, the three practice teams and the recruiters who run every search sit here. 22 Paris Ave, Suite 201, Rockleigh, NJ 07647.
Global captive centre
RSC India, Pune
An offshore delivery facility we own and run. Coverage continues when the New Jersey day ends, on the same standards and the same systems.
How global delivery worksTrained before they arrive, not after.
We recruit ambitious people and train them in ServiceNow and Claude-enabled workflows through our Talent Incubator. They join emerging-technology initiatives productive from the first day rather than spending a quarter getting up to speed.
Inside the Talent IncubatorThe checks happen before you meet anyone
Screening standards differ by practice — credentialing in healthcare, site clearances in energy, technical review in IT — but nobody is submitted unchecked.
- 01
Qualify the requirement
We agree what the role actually needs before anyone is sourced.
- 02
Screen the person
Background, drug test, references and a skills assessment where the role calls for it.
- 03
Verify the credentials
Licences, certifications and tickets confirmed, not taken on trust.
- 04
Submit with a view
You get a short list and our honest read on each person, not a stack of résumés.
Go deeper
The people accountable for the work
Each practice is run by an operator, not a salesperson. You will meet them.
Nine people lead RSC across the firm and the three practices.
Meet the leadership teamTwo ways in.
I am hiring
Tell us the role, the timeline and where the work happens. A lane lead will come back within one business day.
Request talentI am looking for work
Search open roles across technology, healthcare and energy, or send your résumé and we will keep you in mind.