Casey Barksdale, MDA job description tells you what someone knows. It says nothing about whether they can execute a high-stakes cloud migration on a tight deadline or fit seamlessly into a scaling cybersecurity team. Matching buzzwords on a resume is easy; finding people who succeed within your technical stack, team culture and business constraints is where most staffing falls short.
TTS, the woman-owned technology workforce partner division of CornerStone Staffing, was built to eliminate that gap.
Before looking at candidates, TTS begins by auditing the client’s technical environment, team dynamics and core business goals to understand the overarching business problem. Rather than pushing candidate volume, the team designs a workforce model, either by deploying agile contract experts for project-based pushes or placing permanent hires to anchor a core team. By grounding searches in real-time market data and deep operational context, TTS delivers technical talent that performs immediately, eliminating hiring friction and protecting project timelines.
“The goal is never to produce the largest pile of candidates,” says Casey Barksdale, MD. “We operate on a philosophy of casting wide and presenting narrow, delivering a razor-sharp shortlist of candidates who excel technically and culturally from day one.”
Such an outcome-focused approach elevates technology recruitment from transactional sourcing to a measurable competitive advantage.
A Team-Based Recruiting Engine Built for Precision
TTS follows a proprietary recruiting methodology that Barksdale developed through his experience in staffing sales and recruiting leadership. It rests on his belief in the interconnectedness of sales and recruiting. Understanding client requirements must go hand in hand with understanding the talent market. Recruiting is also a team sport, where coordinated execution replaces dependence on individual recruiters.
Each recruiting opportunity gets a dedicated sourcing unit of up to three specialized recruiters. Throughout a typical day, recruiters work in dedicated time blocks, allowing TTS to calculate team capacity, allocate resources and maintain consistent coverage across multiple searches while providing continuous feedback.
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The goal is never to produce the largest pile of candidates. We operate on a philosophy of casting wide and presenting narrow, delivering a razor-sharp shortlist of candidates who excel technically and culturally from day one.
Barksdale calls this signal-based recruiting. Instead of measuring recruiter productivity through outbound calls, TTS tracks progress through candidate engagement, submissions, interviews, offers and placements. Clients receive real-time feedback on talent availability, compensation expectations and obstacles such as restrictive requirements or slow interview cycles. This allows hiring managers to address problems while searches are underway.
Flexible engagement models align talent delivery with actual business through contract staffing for project-driven requirements, contract-to-hire to evaluate long-term fit, direct hire and executive search for permanent capability building or statement-of-work consulting for defined outcomes, whether at scale or at a micro level.
Recruiters then deliver pre-vetted shortlists, screening for technical competence, behavioral fit, candidate interest and compensation alignment. Clients see only a tightly curated group of qualified candidates ready to interview.
Compounding Client Knowledge
As TTS deepens its understanding of a client’s technical environment, stakeholders and hiring processes, subsequent searches benefit from that familiarity.
When a North Texas municipality first engaged TTS for a single IT requirement, the relationship expanded over multiple technical needs. Familiarity with stakeholders, environment and expectations helped TTS move faster on subsequent searches and present more targeted candidate pools.
In a recent 12-month period, TTS supported 136 organizations through more than 900 technology job orders, representing over 1,300 openings. Sixty-eight clients generated multiple job orders and 33 generated five or more. CornerStone Staffing’s Best of Staffing Client and Talent Satisfaction Diamond Awards from 2021 through 2025 further reflect its commitment to both clients and candidates.
TTS also supports retention by staying engaged through onboarding and assignments. Ongoing communication helps identify changing workforce requirements, contract extensions and potential redeployments.
Building Capability Beyond the Next Hire
Backed by CornerStone Staffing’s more than three decades of experience, TTS serves clients nationwide and is a prime supplier of IT staff augmentation services to the State of Texas. CornerStone Staffing’s WBENC certification supports clients with supplier-diversity objectives. TTS continues to invest in AI and automation while keeping human judgment and relationships central to understanding client needs and evaluating talent.
Recognized by Manage HR as the sole recipient of its Top Tech Staffing Firm 2026 distinction, TTS wants to engage clients earlier in their workforce decisions, helping technology leaders identify the capabilities they need, determine how to build them and choose the right talent model before a hiring requirement takes shape.
