A delivery lead who can't run a plan, hold a scope line, or read a burndown will cost you a quarter before you catch it. Kiyansh places senior IT project and program managers on contract, contract-to-hire, and direct terms — US-based, screened against how they actually run delivery, not how their resume reads. This page explains what we send you, how we vet, what to look for, and how long it realistically takes.
Tell us what you need →We place project managers, program managers, and delivery leads across the range you actually hire for: Scrum Masters and RTEs running team- and train-level Agile, technical PMs owning migrations and integrations, and program managers coordinating multiple workstreams, vendors, and budgets. Every candidate is senior and US-based, and the person you interview is the person who does the work — no offshore hand-off, no bait-and-switch after the SOW signs.
Three engagement paths cover most needs. Contract is for a defined effort with an end date — a migration, a launch, a recovery. Contract-to-hire lets you run someone on a real program for a few months before converting, which is the honest way to de-risk a full-time delivery hire. Direct placement is a straight full-time search when you already know the role is permanent.
We also work as a sub-vendor to MSPs and prime vendors on private-sector and government engagements, so if you need PM or PgM coverage under an existing contract vehicle, we can slot in without adding a new prime relationship.
A PM resume is almost pure narrative, so we don't trust it. Every candidate goes through a structured working interview run by someone who has managed delivery, not a keyword recruiter. We walk a program the candidate actually ran and press on the parts they'd rather skip: how the scope was baselined, what changed, how they handled the change, what slipped, and what they'd do differently. Vague answers or 'the team' with no first-person ownership end the conversation.
We test the mechanics, not just the story. Can they build a realistic plan and defend the critical path? Read a burndown or a cumulative flow diagram and tell you what it means? Run a risk register that isn't theater? For Agile roles we probe how they actually facilitate — backlog refinement, sprint planning, retros that change behavior — versus reciting the ceremony names. We confirm certifications where they're claimed and check references on delivery outcomes, not personality.
The result is a short list, not a stack. You get two or three people who genuinely fit the scope, each with notes on where they're strong and where they're a stretch, so you can interview to decide rather than interview to filter.
On the delivery side, most teams want fluency in Scrum, Kanban, or scaled Agile (SAFe, LeSS, or Scrum-of-Scrums) — and, just as important, the judgment to know when a program should not be run in sprints at all. Waterfall and hybrid delivery still run large integrations and regulated work, so a strong PM flexes to the method the work needs instead of forcing one.
Tooling fluency is table stakes: Jira and Azure DevOps for backlog and flow, Confluence or SharePoint for documentation, and a real command of planning and reporting — critical path, dependencies, resource loading, and status that an executive can read in thirty seconds. For program managers we look for budget and vendor management, portfolio-level roadmapping, and comfort with tools like Smartsheet, MS Project, or Planview.
Certifications are a signal, not a verdict. PMP still carries weight for program and delivery leadership; CSM, PSM, and SAFe (SA, RTE, POPM) map to Agile roles; PMI-ACP and PgMP show depth. We treat a cert as a filter to confirm, then verify the delivery record behind it — a certified PM who has never held a scope line is worth less than an uncertified one who has.
For contract and contract-to-hire roles with a clear scope, expect a qualified short list within roughly one to two weeks, and often faster when the requirement is well defined. Direct-hire searches for full-time program leadership take longer — typically two to four weeks to a strong slate — because the pool is smaller and conversion matters more. Anyone who promises same-day resumes for a senior delivery role is sending you volume, not fits.
What moves the timeline most is clarity on your side: the specific program, the method it runs in, must-have domains (fintech, healthcare, public sector, infra migration), and whether the person needs to be onsite, hybrid, or fully remote. The tighter that intake, the shorter the list and the fewer interview cycles you burn.
Rates and terms depend on seniority, engagement type, and location. We quote against your actual scope rather than a rate card, and for sub-vendor work under an MSP or prime we align to the existing contract terms up front.
Yes. It's common to need a Scrum Master or RTE running the team- or train-level cadence while a program manager owns cross-workstream coordination, budget, and vendor management. We can staff both, or a single senior person if the scope genuinely fits one seat — we'll tell you honestly which the work requires.
We agree the conversion terms before the engagement starts, so there are no surprises later. You run the person on a real program for a defined period, and if they perform you convert to full-time on the pre-set terms. If they don't fit, you end the contract without having made a permanent hire — which is the point of the model.
Yes. We work as a sub-vendor to MSPs and prime vendors on both private-sector and government engagements, so you can add vetted PM or PgM coverage under a contract vehicle you already hold without standing up a new prime relationship. We align to your existing terms up front.
Tell Kiyansh Group the program, the method, and the deadline — we'll come back with two or three delivery leads who actually fit, not a stack of resumes.
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