Editorial policy
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.
How our pages are researched, which data we use, how templates and human review work, and how to report an error.
Send Us Your Open RoleNeed 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
This page explains how Technology Headhunters produces the content on this site: who writes it, where facts and salary data come from, how templates are used, what a person reviews before publication and how to report an error.
Published by Technology Headhunters. Last reviewed .
Who writes this site?
Pages on technology-headhunters.com are written and published by Technology Headhunters as an organization. We do not attribute pages to named individual authors, and we do not publish testimonials, placement counts, client names or photographs of staff.
How we research a page
Guides and comparison pages start from our own recruiting practice and are checked against public primary sources, such as the US Bureau of Labor Statistics, the US Federal Trade Commission and the published descriptions of industry associations. Each such page lists its sources at the bottom with links. We avoid statistics we cannot trace to a public source, and we do not invent figures to make a point.
How salary and labor data is used
Salary pages use published US Bureau of Labor Statistics Occupational Employment and Wage Statistics data. We show the retrieval date on each data page and link to our methodology. The OEWS program surveys employers and releases estimates on a schedule, so figures describe the survey period, not the current week. When a role or location has no published data, we do not publish a page claiming otherwise.
How templates are used
Many role, family, industry and salary pages share a common layout and some shared sections, such as how our process works and what our fees are. Templates keep those shared facts consistent. Page specific copy is written for that page, and our build checks that indexable pages carry content that is not shared with any other page.
Human review, stated honestly
Core pages, fee wording, the replacement guarantee sentence, guides and comparison pages are reviewed by a person at Technology Headhunters before publication. Large template driven page sets, including salary pages, are reviewed by sampling and by automated checks rather than line by line, so not every individual generated page has been read by a person before it went live. Software tools, including AI writing assistance, may be used in drafting. A person decides what is published.
Corrections and how to report an error
If you find a mistake, a broken source link or out of date information, tell us through the contact page and choose the hiring path, or mention the page address in the notes field of any form. We review reports, correct verified errors and update the date on the page when the content materially changes.
What we will not publish
- Invented statistics, placements or outcomes.
- Names of employers or candidates without permission.
- Claims about other firms' quality or fees.
- Content written to rank rather than to help, in line with Google Search spam policies.
Questions employers ask
Is every page reviewed by a person?
Core pages, guides, comparisons and fee wording are. Large template page sets are reviewed by sampling and automated checks, not line by line.
Where does salary data come from?
US Bureau of Labor Statistics OEWS estimates, shown with the retrieval date.
Do you use AI to write pages?
Software tools, including AI assistance, may help draft. A person decides what is published.
How do I report an error?
Use the contact page or mention the page address in the notes of any form.
Send Us Your Open Role.
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.
How 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.
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 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.