Talk about your technology hire.
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.
Choose the employer or candidate route.
Need someone now? Call 305-306-4829.
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
What should you send us first?
Technology Headhunters recruits technology and IT professionals. Tell us which seat is open and where the person will work. You do not need a finished job description to begin. The role picker asks about the work before it asks for your contact details. If you are looking for a job yourself, choose the talent-network route instead of sending an employer request.
A job title is a starting point. A support specialist in a small office may own onboarding and devices. The same title at a software vendor may mean customer troubleshooting. Tell us which version you need. Location matters too. An onsite requirement, a traveling assignment and a remote opening call for different conversations with working candidates.
When should you use the job-opening form?
Use Submit a job opening when you already have a hiring brief. Paste the description or attach it through the upload field. Include the reporting line and the work the person will own. We can discuss a description that is still being drafted. A long list of tools does not replace an explanation of what the hire must get done.
Do not put employee records, customer data or production credentials into a job description. A confidential replacement needs care with identifying details. Tell us that the request is confidential and explain the scope without naming the incumbent. We can discuss the right next step before approaching candidates.
How is a proposal request different?
Use Request a recruiting proposal when you need to discuss the engagement before sending an individual opening. Explain the functions involved and whether the need is permanent or a defined project. Contingency permanent placement is our default. Other engagement types are available on request, with terms agreed for that particular need.
We do not post a rate card here or quote a fee from a job title alone. The work and the engagement need to be clear first. Any agreed fee and replacement terms belong in the signed agreement. Asking for a proposal does not require you to accept one or to start a search.
What happens after you send the request?
Ivan or a senior team member will reach out soon. We ask about the opening and calibrate the search with you. That means checking the scope, location and what would make someone worth interviewing. You then see a focused shortlist, with the context needed to make the interview useful.
Phone is optional on the employer forms. Use a work email we can reply to, and make the company name clear. The timing choice tells us what you are planning; it is not a promised delivery date. If you need to talk now, use the phone link above. A booking link is also available when you want to choose a conversation time.
Questions employers ask
Can I send an unfinished job description?
Yes. Use the job-opening form and explain what is decided and what is still open. A reporting line and the actual work are more useful than an unfinished tool list.
Which form is for a recruiting proposal?
Choose Request a recruiting proposal below the hiring router. Describe the functions and engagement you want to discuss rather than submitting a candidate application.
Must I give a phone number to contact Technology Headhunters?
No. Phone is optional on these employer forms. A valid work email lets us reply about your request.
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
When is the recruiting fee due?
There is no upfront fee for our contingency search. You pay only if you hire someone we present, under the terms of the signed agreement.
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.