About Technology Headhunters

About Technology Headhunters

Who we are

Technology Headhunters is a specialist recruiting firm for technology and IT. We are based in Miami and recruit nationwide in all 50 states for local, relocation, remote and traveling roles. Our standard search is permanent placement on contingency. No upfront fee. You pay only if you hire. The starting point is your open role and the work that needs to get done.

A title gives us a place to start, but it does not tell us enough to approach people. We ask what the person will own and what is going wrong without them. An engineer inheriting an unreliable service needs a different background from someone building a new product. A support hire covering a hospital shift faces different demands from a support hire working in an office.

We want to hear the parts of the job that are difficult to put in a posting. That might be an older system nobody wants to touch or a field schedule that rules out otherwise qualified people. Saying those things early helps us explain the job accurately. It also keeps you from interviewing people who would never accept the conditions.

Our job is to find people whose work fits yours and help you make an informed hiring decision. We look beyond people actively applying. Someone who is doing well in their current job may still consider a move for clearer responsibilities or a different working arrangement. We explain the opportunity without pretending every candidate will want it.

About Technology Headhunters

Part of a family of specialist firms

We belong to a group of recruiting brands run from Miami. Each brand is built around one industry, rather than treating every vacancy as the same search with a different title. That focus means the recruiter working your search already knows the jobs and the terminology behind them. You should not have to spend the intake call explaining what the technology does before you can explain whom you need.

For this brand, that means knowing how technology teams divide the work. A platform engineer is not simply a cloud engineer with a different title. An application analyst who knows the software may still lack the workflow experience your users need. We ask about the distinction that matters in your company instead of assuming a certification or a familiar title settles the question.

Specialization also changes where a search starts. We consider the kinds of teams that face similar problems and the responsibilities people actually hold there. A person maintaining production systems may be a better fit than someone whose resume lists every tool you use. The point is not to collect matching keywords. It is to find relevant work that the person can explain and that you can assess.

You can read how our engagement works before speaking with us. We also explain how specialist contingency headhunting differs from other hiring models, so you can decide whether it fits your need. Permanent placement is our default. Other engagement types are available on request, with the scope and terms agreed for the particular need. We do not treat a permanent search and a temporary coverage request as interchangeable.

How We Work · How We Compare

About Technology Headhunters

The Six-Step Search

Search Calibration sets the job and the hiring limits, and Market Mapping identifies the kinds of teams to approach.

Professional Contact Intelligence helps us reach the people doing that work, while Persistent Personalized Outreach explains the opportunity in terms that matter to them.

Live Candidate Qualification checks their work against the role before you meet anyone; Candidate Intelligence and Process Support gives you the context behind the resume and keeps questions clear as you decide who to hire.

Read the full search process

About Technology Headhunters

What we recruit

From help desk to CTO. We recruit the people who keep technology working and the people responsible for deciding what comes next. A support hire may need to work within a clear escalation path. At the other end, a technical leader may need to make decisions that affect several teams. The right search depends on the level as much as the discipline. Someone ready to handle a defined queue is not the same hire as someone expected to redesign how the queue works. Our positions index lets you find the role that is closest to your need. If the title you use does not capture the job, tell us what the person must do instead.

Explore the positions we recruit

About Technology Headhunters

What we promise

We will discuss the work before asking you to judge a resume. We will ask about the constraints that could stop a hire, including where the person must work and what authority the role carries. Those conversations may expose a mismatch between the title and the scope. It is better to address that before outreach than after you have spent time interviewing.

We will give you the context needed to decide whether a person is worth meeting. That includes what they have owned and the questions that still need an answer. We do not present a title match as proof of technical depth. Your interviews remain part of the decision, and we want them to test the work you are actually hiring someone to do.

Before the search starts, we will explain the terms. Tell us if the opening is confidential so we can discuss how it should be handled before approaching anyone. If the role changes, we need to hear what changed rather than keep searching against an old brief. A useful search depends on an honest description of the job, including the parts that may make people say no.