Screened for how they drive delivery across teams, not just track it.
Why STACK IT
Most agencies optimize for volume. We optimize for the one hire who’s right, vetted by people who understand the work.
We screen for how a candidate drives outcomes across teams, manages risk and dependencies, and handles a slipping deadline, not how many frameworks they can name. No one reaches you without two of our recruiters signing off.
Fake profiles, proxy interviews, and AI-assisted answers are everywhere in tech hiring. We meet each candidate face-to-face on video and screen for AI patterns, so who you interview is who shows up.
A program manager builds trust across your whole org, and that takes time. We align trajectory, growth, and total comp so your hire stays long enough for it to pay off.
Success-based and non-exclusive, no upfront fees, no retainers. We invoice on your hire’s first day, not before.
The payoff
Hiring well costs less than you think, and a strong hire changes far more than the work in front of them.
Cross-team work that moves.
Someone owns the dependencies and clears the blockers.
A clear, honest status at all times.
Real tracking replaces optimistic guesses.
Risks caught early and managed.
Proactive risk and dependency management beats surprises.
One source of truth for everyone.
A program manager keeps stakeholders aligned and informed.
Commitments that hold, or change with notice.
Disciplined planning makes timelines trustworthy.
How we screen
We screen for how program managers actually think. Every shortlist is judged against the same five criteria that predict whether someone delivers in your codebase.
Gets complex, multi-team work across the line, and is judged on outcomes shipped, not activity logged.
Sees the dependencies and risks others miss, and manages them before they become the reason a program slips.
Keeps executives, teams, and vendors aligned, and tells the truth about status even when it’s uncomfortable.
Brings order to ambiguity with planning that’s rigorous enough to trust and light enough to move.
Drives action across teams they don’t manage, through clarity and credibility rather than authority.
Proof it works
Discover what changed once the right hire joined our clients’ team.
A SaaS platform migration had already slipped twice across three teams. The program manager we placed untangled the dependencies, set an honest plan, and landed the launch on the next committed date.
Brought nine teams onto a single delivery plan for a fintech regulatory program, replacing conflicting trackers with one trusted view.
Restructured a stalled healthcare rollout around the real critical path, pulling delivery three months earlier than the original plan.
Real technical screening, a calibrated shortlist in days, and candidates vetted for fit, not just resumes. Let’s start your search.
Specializations
Whatever your team runs on, we screen for the people who do the work right.
Milestones and sequencing rigorous enough to trust.
Multiple workstreams kept moving in the same direction.
Risks and blockers caught and managed before they bite.
The cost of waiting
An empty seat doesn’t delay work, it redistributes it. The longer the search drags, the more it costs.
Every week a role stays open, the cost lands on the team you already have.
Speed isn’t a nice-to-have. It’s the difference between a gap and a setback.
Time to fill this role
How you hire
Two models, one standard of quality. Bring on the program managers you need the way that fits your timeline and budget.
Permanent
Best when you’re building the team for the long term.
Contract
Best when you need delivery capacity now, without adding headcount.
Not sure which fits? Compare permanent vs. contract
FAQ
The questions teams usually ask before starting a search with us.
We probe how they keep multiple teams moving together. We walk through programs a candidate has run, how they handled competing priorities, a plan that changed mid-flight, and stakeholders pulling in different directions, and we look for someone who stays visible and communicates when things shift rather than going quiet. Coordination under pressure is the test.
A program manager coordinates multiple related projects and teams toward a larger goal, while a project manager drives a single project to completion. We screen for the altitude your work requires.
Both. Large transformation programs frequently run on contract program managers for the duration, while ongoing portfolio coordination is usually permanent.
You will typically see a calibrated shortlist within about a week, sooner for well-defined mandates.
Permanent hires are success-based: you pay only when someone starts, with no upfront fee, backed by our 90-day guarantee. Contract runs on a transparent hourly rate. We will walk you through the specifics on an intro call.
Still have a question? Talk to a recruiter
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Every search keeps your hiring audit-ready in Ontario.
Start a search
Share the role and we’ll reply within one business day with a calibrated shortlist of three to five program managers, screened for your stack and your team.
