RPA (Robotic Process Automation) Developer Recruiters
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.
An RPA developer builds software robots that operate other software the way a clerk would: logging in, copying fields, reading invoices, updating records.
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.
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.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
What this hire really comes down to
An RPA developer builds software robots that operate other software the way a clerk would: logging in, copying fields, reading invoices, updating records. Buyers hire this role when manual back-office work has become too repetitive or error prone to staff, and when no clean API exists to automate it properly. The hiring risk is that robots are easy to build and difficult to keep running. A candidate who has only demoed bots will struggle once a vendor changes a screen layout and the process breaks at three in the morning.
Be clear about where the work sits. In finance and HR shared services the developer works alongside process owners on accounts payable, onboarding paperwork, reconciliations and report distribution. In an RPA partner or consultancy the developer is deployed across client environments, which demands faster discovery and strong documentation habits. Some teams want a citizen developer on Power Automate Desktop connected to Microsoft 365; others want an enterprise developer on UiPath or Automation Anywhere with orchestrators, queues and credential vaults.
The craft is mostly in the unglamorous parts: exception handling, retry logic, logging, and process discovery before any build begins. A good developer asks whether a process should be automated at all, pushes for an API when one exists, and designs the bot so a business user can read the log and understand why a transaction failed. Governance matters too, including who owns bot credentials and what happens when the process owner leaves.
What we check before you see anyone
UiPath or Automation Anywhere developer certifications
Certification shows structured training, but ask for a bot they built and maintained. Have them explain the framework they used, such as a queue based dispatcher and performer pattern, and why. Certificates without production stories are a caution.
Power Automate Desktop
For Microsoft centered teams, probe for desktop flows triggered by cloud flows, handling of attended versus unattended runs, and licensing awareness. Ask what they do when a UI selector becomes unreliable.
Exception handling
Give a scenario: a supplier invoice arrives with a missing purchase order number. Ask how the bot responds, who is notified, and how the item is resumed. Strong candidates separate business exceptions from system exceptions without prompting.
Process discovery
Ask how they document an as-is process before building. Look for process definition documents, shadowing the operator, and identifying hidden decisions. A red flag is building directly from a screen recording with no stakeholder review.
Where we find them
Start with RPA partners and consultancies, where developers have seen many processes and learned to scope quickly. They are usually disciplined about documentation and testing, though you should check whether they have run bots in production long enough to feel the maintenance burden after delivery.
The second pool is automation teams inside finance and HR shared services. These candidates know the target processes deeply and understand audit and control expectations. They may have narrower tool exposure, so judge them on design thinking and reliability habits rather than platform breadth.
A smaller pool is analysts or developers from adjacent work, such as macro heavy Excel specialists or integration developers, who have trained into RPA. They can be strong when they bring software discipline, but ask for evidence of version control, testing and handover practice.
Mistakes we see
Treating a credential as the answer
Do not let uipath or automation anywhere developer certifications become a keyword filter. Certificates without production stories are a caution.
Leaving the actual scope out
Put the responsibility for power automate desktop in the brief, including who helps the hire and who decides. For Microsoft centered teams, probe for desktop flows triggered by cloud flows, handling of attended versus unattended runs, and licensing awareness.
Waiting until the offer to discuss the work
Discuss what the person will own in exception handling before the interview loop. Strong candidates separate business exceptions from system exceptions without prompting.
The search in three steps
Agree the brief
We open by asking what you want automated and what already exists. Some searches turn out to need an integration developer or a process analyst first, and we would rather say that early than present the wrong profile.
Find and speak with people
Screening focuses on one real automation the candidate owned. We ask what broke after go-live, how it was detected, and what they changed. The answers separate builders from operators quickly.
Introduce the people who fit
We send a written brief on each person you meet, including why the work fits and the questions still worth asking about process discovery. You decide who to interview. We help with the conversations through the offer.
Warning signs include a portfolio made only of tutorial style bots, no knowledge of how credentials are stored, and no opinion on when not to automate. Another is a developer who builds on screen coordinates or fragile selectors by default. Ask what they log, how a business user learns a bot failed, and who reruns the item. Strong candidates also talk about change control: what happens when the underlying application updates, and how regression testing is done on a bot. Governance, security review and licensing cost all affect your design, so the right developer will ask about them before proposing a build.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for uipath or automation anywhere developer certifications and power automate desktop, rather than promising a date before the brief is clear. Certification shows structured training, but ask for a bot they built and maintained.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving uipath or automation anywhere developer certifications, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for process discovery.
Should this role be remote or on site?
Experience with uipath or automation anywhere developer certifications and power automate desktop does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about process discovery, so we approach people who can accept the arrangement.
How will you check fit before we interview?
Certification shows structured training, but ask for a bot they built and maintained. Have them explain the framework they used, such as a queue based dispatcher and performer pattern, and why. For Microsoft centered teams, probe for desktop flows triggered by cloud flows, handling of attended versus unattended runs, and licensing awareness.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering uipath or automation anywhere developer certifications and power automate desktop in the recruiting agreement before the search proceeds.
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. Make sure the agreed scope includes what you expect of process discovery, rather than leaving that discussion until after the start.
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.
Pay snapshot
RPA Developer
$135,980
Median as published, released May 15, 2026. Matched to Software Developers (SOC 15-1252).
BLS reports Software Developers as a broader occupation. It does not separate RPA Developer, technology stack, seniority, certifications or employer sector. These figures are not a title-specific offer range.
Source: BLS OEWS May 2025.
See the salary guideHow 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 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.