QA, Testing and Test Automation 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.
Find working specialists across QA, Testing and Test Automation, qualified for the scope you need.
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.
Every title we cover
- QA Engineer
- QA Automation Engineer
- SDET
- Test Automation Architect
- Performance Test Engineer
- Mobile QA Engineer
- QA Analyst
- QA Manager / Head of Quality Engineering
- QA Tester / Manual QA Tester
- UAT Tester / UAT Coordinator
- Accessibility Tester
- Junior QA Engineer
- Senior QA Engineer
- Lead QA Engineer
- SaaS QA Engineer
- Fintech QA Engineer
- Healthtech QA Engineer
Quality engineering is the foundation of our reliable product delivery. We move beyond manual verification into highly automated test architectures that integrate directly into continuous deployment pipelines. Our teams focus on ensuring that code remains reliable even as system complexity increases. By embedding quality standards early, we prevent downstream defects and ensure our software performs predictably under high-load scenarios.
We seek experts who design scalable automation frameworks and performance testing suites. Our engineers work in partnership with developers, creating testing strategies that allow for rapid iteration without sacrificing reliability. We focus on building resilient software through sophisticated testing tools, automated error detection, and deep analysis of system performance. Quality engineering remains a collaborative discipline requiring high technical proficiency.
What we screen for
Automation Framework Design
Candidates must demonstrate deep experience in building test automation frameworks from the ground up. We assess their choice of language, toolchain, and how they handle test maintainability. Successful engineers explain how they design for stability and extensibility. A major red flag is an inability to discuss the drawbacks of their chosen framework or an over-reliance on brittle, UI-only automation scripts.
Performance Engineering Expertise
We evaluate the ability to simulate load and stress tests for distributed systems. Candidates should articulate how they analyze latency and resource utilization under heavy traffic. They must demonstrate a solid understanding of backend performance metrics and network constraints. Those who cannot interpret server-side performance logs or who ignore performance bottlenecks until the late stages of development represent a red flag.
SDET Coding Proficiency
For SDET roles, we conduct a technical assessment focused on writing clean, testable code in standard programming languages. Candidates should show expertise in unit testing, mocking dependencies, and writing efficient test runners. We look for those who write tests as if they were production code. Inability to write functional and performant code in a test environment is a significant red flag.
Mobile Testing Competency
Mobile QA applicants must show experience with device fragmentation, network conditions, and platform-specific limitations. We look for expertise in automated testing across mobile operating systems. Successful candidates describe how they handle cross-platform compatibility issues effectively. Candidates who rely purely on manual testing or have limited knowledge of mobile-specific automation tools fail to meet our current technical requirements.
Test Architecture Strategy
Test architects must explain how they create testing pyramids that balance speed and coverage. We assess their vision for CI/CD integration and test reporting. Candidates should illustrate how they optimize for test execution time while maintaining high reliability. A red flag is someone who treats test architecture as an afterthought rather than a core component of the overall software delivery lifecycle.
Quality Leadership Impact
We assess QA managers on their ability to integrate quality processes into agile teams without slowing down delivery. They should describe their approach to cultivating a culture of ownership where developers own their tests. We look for leaders who balance process with technical agility. A failure to provide evidence of driving quality improvement across an entire engineering organization is a red flag.
Related skills and ecosystems we cover
- Python
- Java
- .NET / C#
- Go
- Node.js / TypeScript
- React
- Ruby on Rails
- Rust
- C++
- Angular
- Vue
- PHP / Laravel
- Scala
- Kotlin
- Swift
- Elixir
- Django / FastAPI (on Python page)
- Spring Boot (on Java page)
Where we find them
Our recruiting strategy involves identifying quality engineers who contribute to testing tool development and have experience in high-availability environments. We source from teams that prioritize automated regression suites and infrastructure-as-code. We reach out to specialists in performance engineering who have worked on large-scale distributed systems, as well as those with experience in mobile-first automation pipelines within complex software product engineering environments.
We engage with quality engineering professionals who actively share knowledge on testing architecture and developer advocacy. These individuals often come from roles that focus on tool creation rather than just testing execution. By sourcing from developers who have pivoted into dedicated quality engineering roles, we find candidates who understand both the code and the rigorous demands of reliable system verification.
Dedicated pages in this family
- QA Automation Engineer / SDET
- QA Engineer
- QA Tester / Manual QA Tester
- Accessibility Tester
- Test Automation Architect
- Performance Test Engineer
- Mobile QA Engineer
- QA Analyst
- QA Manager / Head of Quality Engineering
- UAT Tester / UAT Coordinator
- Junior QA Engineer
- Senior QA Engineer
- Lead QA Engineer
- SaaS QA Engineer
- Fintech QA Engineer
- Healthtech QA Engineer
How a QA, Testing and Test Automation search runs
The process starts with a technical assessment focusing on scripting ability, automation tool knowledge, and system-level debugging. We review candidate expertise in designing test cases that uncover non-obvious failure modes. We look for a deep understanding of code and infrastructure interaction, ensuring that candidates can effectively bridge the gap between development teams and quality requirements through well-written, automated test logic.
The final evaluation involves architectural deep dives where candidates must justify their framework design choices and performance testing strategies. We discuss how they handle real-world challenges like flaky tests and complex integration bugs. By ensuring that all candidates can articulate their testing strategy with technical clarity, we guarantee that our quality engineering team maintains its high standards for product reliability.
What happens next
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.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for automation framework design and performance engineering expertise, rather than promising a date before the brief is clear. Candidates must demonstrate deep experience in building test automation frameworks from the ground up.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving automation framework design, 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 quality leadership impact.
Should this role be remote or on site?
Experience with automation framework design and performance engineering expertise does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about quality leadership impact, so we approach people who can accept the arrangement.
How will you check fit before we interview?
Candidates must demonstrate deep experience in building test automation frameworks from the ground up. We assess their choice of language, toolchain, and how they handle test maintainability. We evaluate the ability to simulate load and stress tests for distributed systems.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering automation framework design and performance engineering expertise 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 quality leadership impact, 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.
Related roles and stacks
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 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.