Do not see your role?

Give us the constraints, not just the title

Tell us which systems this person will own and which problems cannot wait. A support hire may need to diagnose identity failures, replace a device and explain a workaround to a nontechnical user. An engineering hire may own a production service, a deployment pipeline or a migration. Those are different searches even when an internal title sounds similar. Include the tools already in use, the work the person must do independently and the team available to help.

Describe where the work happens. A technician moving between jobsites needs a different travel arrangement from an administrator supporting an office remotely. Clinical floor support has access and workflow constraints that do not appear in a generic desktop description. If the role includes shifts, maintenance windows, site access or customer visits, tell us before outreach begins. We can discuss those requirements without publishing your opening or naming your company.

Explain what the hiring manager will assess. Separate skills needed on arrival from skills someone can learn with your team. A certificate may matter for site access or a platform requirement, but it does not replace evidence of troubleshooting, implementation or production ownership. We ask candidates to describe the work they actually performed and the decisions they were responsible for. That helps us distinguish a familiar title from a useful background.

If the need is temporary or tied to a rollout, say so. Permanent placement remains our core service. Contract, contract-to-hire and project crews are available on request, with scope and terms agreed in writing. We will say when a different provider is better suited to the need. Asking about an unfamiliar title does not commit you to an engagement.

Titles trail the work

Technology invents jobs faster than the market agrees on names for them. Within a few years a role goes from a oddity on one team to a line on every careers page, and in between, the person doing it has a title that explains almost nothing. If the person you need does not appear in our alphabetical list, the likeliest explanation is that nobody has settled what to call them yet.

Describe the work in plain sentences. What problem sits on this person's desk on a Monday morning? Who do they answer to, and who comes to them for help? What would a great first year look like, and what would a disappointing one look like? Those answers are more useful to us than any title.

What happens to your message

A senior member of the team reads every request sent through this page. We check whether the role is technology work, since that is all we recruit. We then compare it against the families, stacks and industries we already cover, and reply honestly. The reply either says we can run the search and sketches who we would call, or says we are the wrong firm and, where possible, suggests what kind of firm would suit you.

There is no fee to ask, and no upfront fee if we proceed. You pay only if you hire someone we present. The standard permanent search is the default, and anything else is a conversation about your situation.

Helpful things to include

The tools and platforms involved, even if you are unsure of the right names. The size and nature of the team. Whether the work is onsite, remote or travel-heavy. Any clearance or credential the seat demands. Why the role is open now. The salary range you can offer, if you are comfortable sharing it, since it tells us quickly whether the profile is realistic.

If you hesitate over any of this, send what you have. A half-formed description is a perfectly good start, and part of our job is to help shape it.

Roles we recruit and roles we do not

We recruit technology people: engineers, administrators, analysts, technicians, architects, product and delivery specialists and the managers and executives who lead them. We do not recruit accountants, sales representatives or general administrative staff, and a role that mixes both worlds is worth describing so we can judge which part dominates.

Hybrid titles are often our most interesting conversations: a sales engineer who is half teacher, a business analyst who lives inside one ERP, a field technician who also manages a vendor. If the technical half is the harder half to hire, we can probably help.

Other ways in

If you would rather browse, the A to Z list holds every title we recruit, and each family page lists its own roles. If you would rather talk, book a short call with the business owner. Whichever way you arrive, say what you need, and we will answer plainly.

Related pages

• All roles A to Z
• Roles
• How we work