A search that reaches the engineers who are not looking
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.
From a rough description of the problem to a written brief on each qualified candidate.
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
Why the process looks like this
We focus exclusively on passive technology talent because these professionals rarely engage with standard job portals or automated outreach systems. High-caliber engineers are typically content in their current roles and prioritize stability or challenging technical problems over minor salary gains. Our outreach methodology centers on establishing immediate, substantive professional relevance to cut through the digital noise.
Our approach functions as a highly iterative cycle rather than a rigid linear progression. Initial market mapping provides the foundation, yet we treat each candidate interaction as an information-gathering opportunity. When early conversations suggest that our target engineering profile is slightly misaligned with your product roadmap, we immediately recalibrate our search strategy to ensure continued efficacy.
1. Calibration
Calibration sessions function as the technical diagnostic phase of the entire search lifecycle. We engage your leadership team to dissect the specific architecture, development environment, and core technical hurdles that define the role. We clarify not just the required programming languages or frameworks, but the specific technical decisions this individual must lead to ensure your team reaches its next milestone.
We conduct a deep dive into the historical successes and failures within your existing engineering organization to understand cultural fit. By examining why previous team members flourished or struggled, we gain critical insights into the soft skills and decision-making styles required for this position. This prevents the common pitfall of hiring for resume credentials that fail to translate into practical impact.
2. Market mapping
Market mapping involves identifying the specific engineering teams where your desired technical skills currently reside. We analyze engineering blog posts, open-source contributions, and relevant industry publications to find clusters of talent. We rank these companies not by market prestige, but by how closely their underlying stack and engineering challenges mirror the environment you are currently building internally.
This strategic filtering ensures that we do not waste time targeting individuals who lack the specific scale or complexity experience you require. By focusing on teams that have solved problems analogous to your own, we ensure that our potential candidates are already well-versed in the architectures and methodologies necessary to begin contributing effectively without an extensive learning curve.
3. Contact research
Precision is essential for engaging senior technical talent who are currently employed. We identify the specific individuals operating within identified teams and research the best communication channels to reach them directly. Every outreach attempt is personalized, referencing specific projects or technical domains relevant to their expertise, ensuring they understand exactly why we are initiating contact rather than receiving a mass email.
Generic templates are discarded in favor of researched, thoughtful outreach that respects the candidate's time and professional standing. We invest significant effort into crafting these initial touchpoints so they speak directly to the candidate's career trajectory and the potential impact they could have within your organization, thereby increasing the likelihood of securing an initial qualification conversation.
4. Persistent outreach
Passive professionals often maintain busy schedules that limit their immediate responsiveness to external inquiries. We maintain a persistent yet professional follow-up strategy over several weeks, utilizing various angles to pique interest without becoming intrusive. We recognize that timing is a significant factor in successful recruiting, and our patience ensures we remain present when a candidate's situation finally shifts.
Each follow-up interaction introduces a new piece of information regarding the role, the technical team, or the company's trajectory. This incremental communication approach keeps our firm at the forefront of their mind, allowing us to build the relationship necessary for a successful recruitment. We never repeat the exact same messaging, ensuring each touchpoint provides genuine value to the conversation.
5. Live qualification
Every interested candidate undergoes a rigorous live qualification interview. We assess their technical depth by discussing specific architectural choices they have made and the subsequent trade-offs. We probe their understanding of team dynamics, their capacity to handle cross-functional ambiguity, and their intrinsic motivation for seeking a new challenge, ensuring they are prepared for the reality of your specific environment.
We actively filter out individuals who possess impressive job titles but lack the granular technical experience necessary for your specific requirements. By conducting these deep-dive technical discussions, we ensure that your team only reviews candidates who have been thoroughly vetted for both their engineering prowess and their long-term potential within your growth-oriented structure and technical stack.
6. Candidate brief
Your team receives a comprehensive written brief for every candidate we present, summarizing their technical background, key accomplishments, and long-term career aspirations. This document serves as a narrative of their experience, explaining how they think through complex problems and where their strengths align with your current needs. It provides a more accurate representation than a standard resume.
We include candid observations regarding any potential concerns or areas where the candidate might require onboarding support. This transparent approach ensures your hiring managers are fully prepared to address the candidate's true motivations and potential development needs during the interview process, allowing for a more efficient and effective assessment of fit that goes far beyond simple skill matching.
Questions employers ask
How long does a search take?
It depends on the role and how specific the profile is. We give you an honest estimate after calibration and tell you if the profile looks unrealistic.
Can I see candidates as you find them?
We present people who have been qualified. Unqualified names are not forwarded.
Do you contact people at my competitors?
Only where you agree. We discuss off limits companies at calibration.
Is the search confidential?
We can run a search without naming your company at first. That is agreed at calibration.
What do you need from my team?
A calibration conversation, timely feedback on briefs and access to the hiring manager for candidates who are interested.
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.
Working with Technology Headhunters
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.