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No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
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This is what we do all day: recruit technology and IT professionals.
Notes on hiring technology people.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
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We will publish when we have something specific to say. In the meantime, the process page and the fees page cover how we work.
Using this page for the next decision
Technology Headhunters publishes hiring guidance for the person deciding what a technology or IT opening needs. Start with the decision in front of you. Some articles help separate similar titles. Others help prepare an interview or understand the limits of a pay figure. Reading a hiring guide should leave you with a better question to ask, not a new slogan.
When an opening keeps changing, read the family hiring guide before adding requirements. It explains which responsibilities belong together and which suggest a second hire. A technical manager often needs to decide whether the immediate problem is delivery, system ownership or people management. That decision affects the title and the people who will take the conversation seriously.
Use the interview question banks when the scope is settled. A useful question asks for a decision the person made and what happened next. A list of tools on a resume cannot show how someone handles a failed release or an unclear request. Look for examples that connect the person's explanation to the responsibilities you plan to give them.
The credential pages answer a narrower question: what does the issuer assess? A certificate can matter for customer access or platform work. It does not automatically prove judgment in a live system. Check the current credential details and ask where the person used that knowledge. For roles where sponsorship is required, confirm the status instead of assuming the name on a resume is enough.
Our salary material uses BLS occupations and names the mapping limits. Read its methodology before treating a broad occupation as a precise rate for your opening. Use the offer tool with your own pay amount and the vacancy tool with your own costs. If an article does not settle the hiring decision, bring the unfinished question into the intake. A search starts with the work your business needs done.
Questions about Technology Hiring Blog
Which hiring article should our manager read first?
Use the family guide if the opening is unclear. Use the question bank once you know what the person must own.
Working with Technology Headhunters
When is the recruiting fee due?
There is no upfront fee for our contingency search. You pay only if you hire someone we present, under the terms of the signed agreement.
How long does it take to see a short list?
We first need to agree the opening and qualify people against it. Availability and the interview requirements affect the search; we do not promise a fixed deadline before reviewing the work.
What happens if a candidate receives a counteroffer?
We discuss the reason for considering a move before you invest in interviews. A counteroffer can change the decision, so we revisit that reason rather than assume more pay will settle it.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.