Technology recruitment for businesses whose systems are genuinely complicated. We screen on the technical detail so the shortlist you get is three people who can do the job, not thirty who match the keywords.
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The direct cost of a mis-hire is the easy part to see. The expensive part is the six months of a project not moving, the senior engineer pulled off delivery to cover, and the second recruitment round you are now running under pressure.
Our job is to make that not happen. That means understanding the stack, the team and the delivery pressure before we put a single CV in front of you.
Every candidate is screened against the technical requirement, not the job title. We would rather send you three and explain the trade-offs than send twelve and let you sort it out.
Vacancies on critical delivery do not wait politely. We work to your timeline, tell you early when a spec is not fillable as written, and say what would make it fillable.
Infrastructure and networks, cloud and DevOps, projects and change, data, AI and cyber security, including cleared work in defence. Programmes that cross several of those get one consultant coordinating, not four separate conversations.
What the salary needs to be, who is actually available, and how long it will realistically take. Told to you before you commit, including when the answer is inconvenient.
Thirty minutes on the role, the team it joins, the stack and what success looks like at six months. We will push back here if the brief and the budget do not match.
We work our network and the market, then screen properly. You get notes on each candidate covering the gaps as well as the strengths.
A short, honest shortlist with our reasoning. We coordinate the process, keep candidates warm and give you feedback both ways after every stage.
We manage the offer, the counter-offer conversation and the notice period, then stay in touch through the first months so a resignation does not blindside you.
Send the outline and we will come back within one working day with an honest read on the market, the salary and the likely timeline. No obligation, and no CVs until you ask for them.