Client overview
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
A short PDF on how we work with hiring teams.
No upfront fee. You pay only if you hire. 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.
No upfront fee. You pay only if you hire. 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 happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Need someone now? Call 305-306-4829.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
What the overview covers
The overview summarizes our process, how the fee works and what we ask of a hiring team. It is meant to be forwarded to a colleague who needs to approve a search.
The download is released after you submit the form.
The cost of waiting
How long did your last search take? How much did the empty seat cost while you waited?
Every week a technology seat stays open, the work it was meant to cover lands on someone else or does not happen. We do not put a number on that for you, because only you know it. We shorten the wait by going straight to employed people who already do the work.
Send Us Your Open RoleHow a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Using this page for the next decision
Technology Headhunters is a specialist recruiting firm for employers hiring technology and IT professionals. This overview is a way to explain our search model to another decision maker inside your company. It is not a proposal or a substitute for the signed recruiting agreement. The opening and the agreed terms still need their own conversation.
Our core engagement is permanent placement on contingency. There is no upfront fee. You pay only if you hire a person we present under the agreement. Before a search starts, we need the responsibilities and the location expectations. We also need to know who can approve a candidate and what would make a strong person accept or decline your opening.
The work begins with search calibration. We separate requirements that are necessary from preferences that can be learned. Market mapping identifies the backgrounds worth approaching. Contact research supports direct outreach to people who are working now. We are not counting applications as a measure of whether a search is going well.
Outreach explains the actual job rather than sending a vague invitation. Qualification tests the person's experience against the scope you agreed. Process support helps you understand the candidate's decision and prepare the next conversation. The shortlist should give you reasons to interview each person, with open questions made clear instead of hidden behind a polished resume.
Technical hiring covers very different jobs. A field technician may need access to physical sites. An application analyst may need a particular module background. An engineering leader may need experience making decisions through managers. Send the work and the constraint rather than expecting the title alone to carry them. Use the process page for the complete search method and the fee page for a plain explanation of contingency. For the specific opening, use the same intake your hiring manager will use.
Questions about Client Overview Download
Can this overview stand in for a recruiting agreement?
No. It explains the model. The terms for your search belong in the signed agreement, including when a fee is due and the replacement provision.
Working with Technology Headhunters
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 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.