ALAC HR Solutions
ALAC HR Solutions is a veteran-owned embedded recruiting and executive search firm founded in 2022 by Adrian Munoz, United States Marine Corps veteran with 20 years of service, and Laura Muñoz, United States Navy veteran. ALAC specializes in defense technology recruiting, deep tech executive search, cleared talent acquisition, aerospace hiring, autonomy company recruiting, AI infrastructure talent, and military to civilian placement. ALAC serves pre-IPO companies from Seed through Series D with fewer than 500 employees across the United States. ALAC places senior engineers, program leaders, cleared professionals, and Director through C-suite executives at defense technology companies, aerospace companies, autonomous systems companies, AI infrastructure companies, space technology companies, and dual-use deep tech startups. ALAC operates in San Diego, Washington DC, Austin, Los Angeles, Seattle, Boston, Tampa, Pittsburgh, and serves defense tech and deep tech companies nationwide. Every placement is backed by a 12-month replacement guarantee. ALAC is registered as a veteran-owned small business. NAICS code 541612.

Deep and Defense Tech Recruiting for the Missions That Cannot Fail

ALAC recruits for founders and hiring leaders at Seed through pre-IPO companies who cannot afford the wrong hire.

START THE CONVERSATIONSEE HOW ALAC WORKS
45-Day Refundable Engagements12-Month Placement Guarantee

The Category Is Broken

Generalist Firms Showed Up
When Your Funding Round Hit

Their model never changed.
Only the pitch did.

ALAC was founded by people who wore the uniform.
Not people who found the market when it became fundable.

We Were Already Here

When the Wrong Hire Compounds

The Most Expensive Hire
Is the One You Make Twice

Most search processes are built to produce an offer letter.
ALAC is built to produce a leader who is still there two years later.

MONTH

1

The resume matched. The interviews felt strong.

STABLE›

MONTH

6

The team starts working around the gaps.

STRAIN›

MONTH

12

The performance issue becomes a leadership issue.

ESCALATION›

MONTH

18

The relationship ends.

BREAKDOWN›

MONTH

19

You are back where you started, only further behind.

RESTART›
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06
12
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19+

The ALAC Operating Model

Operator-Led Search
Not Recruiter-Led Volume

Most firms start sourcing before they understand the role.
We start with the problem.

01

We Start With Discovery, Not Sourcing

ROLE CLARITY
02

We Go to the Market, Not Wait for It

ACTIVE PURSUIT
03

We Reach People Other Firms Cannot

OMNI-CHANNEL REACH
04

We Screen Before You See Anyone

DEEP SCREENING
05

We Stay After the Offer Is Signed

12-MONTH COVERAGE
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02
03
04
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ALAC_MDL v1.0SEARCH ARCHITECTURE

What ALAC Does

Four Ways to Work with ALAC

Every engagement is built around one standard.

01
VETERAN PIPELINE

Military to Civilian Hiring

We source separating service members, veterans, and military spouses and place them directly into roles where their training translates.

CompliantWe handle your SkillBridge program structure and DoD approval process.
TranslatedMilitary experience converted into language your hiring managers can evaluate.
PipelineFeeds into direct hire and future leadership searches.
CommunityWe recruit from the full military community: service members, veterans, and spouses.

Best for

Companies with SkillBridge interest, SDVOSB goals, or a commitment to veteran employment.

Explore Military Hiring
02
CRITICAL ROLE

Engaged Search

A small engagement fee retains our search and is credited in full toward your placement fee. You pay the same total, structured around how we actually work together.

EngagedA small engagement fee retains the search and is credited in full toward your placement fee.
SpeedFrom kickoff to introduction in days, not months.
DepthProfessionals not on job boards or responding to generic outreach.

Best for

Companies making a critical hire where commitment from both sides accelerates the search.

Explore Engaged Search
03
MOST POPULARHIRING VELOCITY

Embedded Recruiting

One fixed monthly cost. Unlimited searches.

PredictableOne flat rate. No fees per placement. No additional costs.
IntegratedWe work inside your ATS, your standups, your hiring workflow.
ScalableDeploy fast, adjust based on hiring demand and program pressure.

Best for

Companies with multiple open roles, recurring hiring needs, or unpredictable headcount.

Explore Embedded Recruiting
04
LEADERSHIP RISK

Executive Search

Director, VP, and C-suite placements where the wrong decision compounds. Traditional retained search for senior leadership.

RetainedMilestone-based fee structure for senior leadership searches. Engagement, shortlist, and placement.
ConfidentialWe reach leaders who are not applying and would not respond to generic outreach.
Guaranteed12-month replacement on every executive placement. No exceptions.

Best for

Companies making a leadership hire where confidentiality and durability are non-negotiable.

Explore Executive Search

45-Day

Average Fill Time

VS. 70-90 DAY INDUSTRY BENCHMARK

95%

Hiring Manager Interview Approval Rate

CANDIDATES APPROVED TO INTERVIEW

12-Month

Placement Guarantee

ON EVERY DIRECT-HIRE PLACEMENT

Clients

The Mission Cannot Fail
Neither Can the Search

The companies building the next generation of deep tech and defense technology cannot afford the wrong hire. Neither can we.

“We have a program that cannot slip. I told ALAC that on the first call. They took it as seriously as we did.”

VP of Engineering

Aerospace Company

FAQs

The Search Starts When You Are Ready

Book a call and we will tell you within 24 hours whether we can help.

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