Hire engineers and leaders who are not on job boards
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.
Direct hire engineers and technology leaders. No upfront fee. You pay only if you hire.
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
Who we work with
We partner with organizations at distinct stages of growth that recognize the strategic importance of technology talent. This includes funded startups transitioning from business owner-led development to a managed engineering team, as well as growth-stage companies that need to scale their infrastructure rapidly. We also support non-technical businesses that are building a technology department to support their primary operations.
Our clients typically have a clear understanding of the business impact a new hire will have and require a more sophisticated approach than standard recruiting firms offer. They prioritize quality and cultural fit over sheer volume and do not have the time to filter through dozens of resumes. We provide the expertise to ensure every candidate presented is worthy of an interview.
What you get
Employers working with us receive a dedicated search process that begins with a deep dive into their specific technical challenges. We create a map of the market, identifying talent clusters where individuals possess the precise skill sets you need. Every candidate we present arrives with a detailed written brief, ensuring you have the necessary context to assess their suitability.
The talent we introduce are typically passive candidates currently employed in roles they are not actively looking to leave. These individuals have not been saturated by dozens of other interview processes, which allows for a more authentic and focused dialogue. Because they are currently employed, they bring a high level of market insight and stability to your organization.
What we do not do
We maintain a strict operational scope to ensure quality. We do not engage in contract IT staffing, nor do we provide offshore development resources. Our service is focused exclusively on permanent, direct-hire technology roles. This narrow focus allows us to remain deeply integrated into the niche ecosystems where we operate, providing better insights and more effective recruitment for our clients.
Our pipeline philosophy prioritizes quality over quantity. We do not flood your hiring managers with unqualified resumes in hopes that something sticks. Instead, we perform the necessary filtering to ensure that every candidate we present is a strong potential fit for your requirements. This saves your team significant time and ensures that interview rounds are as productive as possible.
What it costs
Our fee structure is entirely contingent, designed for clarity and risk mitigation. There are no upfront costs, no deposits, and no service fees to initiate the search. You incur a fee only upon the successful hire of a candidate we present, based on the terms established in our recruiting agreement. This aligns our financial incentives directly with the success of your hiring goals.
All terms regarding our search fees are documented in our written agreement before any work commences. We avoid publishing generic figures because each search engagement is unique in scope and complexity. We prefer to conduct a brief discussion to ensure we understand your needs, at which point we will provide a transparent and clear outline of our fee structure.
How hiring managers work with us
Hiring managers typically engage us through a calibration session where we define the technical requirements and the specific problems to be solved. We provide regular, brief updates as we move through our mapping and qualification process. Rapid feedback on candidates is crucial, as the passive talent we target often have limited windows of availability and competing professional demands.
We also act as partners during the offer stage, providing guidance as you work through the complexities of competing offers and potential counteroffers from a candidate's current employer. If our initial search strategy reveals that the market reality differs from your expectations, we communicate this immediately to refine the search parameters and prevent unnecessary project stalling.
Where we recruit
Our recruitment reach is nationwide, allowing us to support companies regardless of whether they have a centralized office or a distributed team structure. We are experienced in sourcing for remote, hybrid, and on-site requirements. Our methodology is adapted to accommodate the specific regional hiring challenges and talent pools associated with different technical domains and industry verticals.
Whether you are looking to build a high-performance team in a major tech hub or seeking specialized remote talent to support a unique technical stack, we have the capabilities to identify the right candidates. Our role and industry-specific pages provide further detail on how we work through these diverse environments, ensuring a specific approach for every client.
Commitment to excellence
We hold ourselves to a standard of absolute transparency in every search. We do not inflate expectations or promise unrealistic timelines to win business. We view each partnership as an investment in the long-term technical architecture of your firm, and we operate with the understanding that the individuals we bring into your team have a lasting impact on your product roadmap.
By maintaining a deep focus on technical literacy and market knowledge, we ensure that our firm remains a valuable resource for your hiring needs. We are committed to fostering professional relationships built on mutual respect and measurable results, ensuring that when you work with us, you are gaining a partner that fully understands the complexities of the modern technology market.
Questions employers ask
When do I pay?
You pay only if you hire a candidate we present. There is no retainer and no upfront fee. The fee, the percentage and the payment timing are written into the recruiting agreement before work starts.
Is the fee different for senior leaders?
Terms are agreed per search in the written agreement. A leadership search takes more effort and the agreement reflects that, but the principle is the same: no upfront fee.
What does the fee cover?
It covers the whole search: calibration, market mapping, outreach, live qualification and the candidate brief, plus support through the offer.
Do you charge for candidates you present who you do not place?
No. If you do not hire someone we present, you owe us nothing.
What if the hire does not work out?
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.
Tell us what the team needs.
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.
Questions about Recruiting for Employers
What should an employer bring to the search calibration conversation?
Bring the job's actual responsibility and the constraint that has kept the opening unfilled. We can challenge a title that hides two different jobs before outreach begins.
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.