.NET / C# 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 people who have built and operated .NET / C# in production.
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
Engineering teams using the .NET ecosystem require developers proficient in building high performance backend services that integrate seamlessly across modern cloud infrastructures. This role focuses on architecting scalable API surfaces using C# and ASP.NET Core while maintaining reliable data integrity through Entity Framework. Success depends on balancing rapid feature delivery with long term architectural stability in demanding enterprise environments.
Candidates operate within complex ecosystems ranging from financial services to industrial IoT platforms where reliability is paramount. The focus spans entire product lifecycles from designing modular service architectures to executing large scale migration efforts from legacy .NET Framework versions. Mastering asynchronous programming patterns and diagnostic tools allows engineers to optimize throughput while reducing latency across distributed system communication channels.
What we check before you see anyone
Modern .NET Proficiency
Candidates must demonstrate deep expertise in .NET 8 and beyond. We evaluate ability to uses recent language features including record types, pattern matching, and source generators to write clean and efficient code. Applicants should provide evidence of building production grade services that utilize the latest runtime optimizations to ensure high performance and maintainability across diverse enterprise software product architectures.
ASP.NET Core Architecture
This check assesses depth in designing and implementing reliable APIs. We look for familiarity with middleware pipelines, dependency injection patterns, and request handling lifecycles. Successful candidates show competence in building stateless services that handle high traffic concurrency requirements. Candidates must explain their approach to optimizing response times and managing service lifecycle events within complex distributed cloud computing environments.
Entity Framework Mastery
We evaluate expertise in ORM performance and data modeling. Candidates must demonstrate proficiency in query optimization, complex relationship mapping, and managing database migrations. Identifying N plus one query issues and implementing efficient data access strategies is required. We look for developers who understand when to bypass ORM defaults to execute raw SQL for critical performance paths in applications.
Cloud Infrastructure Integration
Engineers must possess hands on experience deploying .NET services within Azure environments. We examine skills in configuring app services, managed identities, and service bus architectures. Experience in containerizing .NET applications using Docker and orchestrating them via cloud native tools is essential. Candidates need to show a clear understanding of managing cloud costs through efficient resource utilization and scaling.
Legacy Migration Strategy
Many projects involve modernizing older systems. We test the ability to plan and execute incremental migrations from legacy .NET Framework to modern versions without downtime. Candidates must describe methodologies for refactoring codebases, resolving dependency conflicts, and maintaining system stability during transition phases. Highlighting successful technical migration project experience that resulted in improved modularity and developer velocity is key.
Performance Tuning Habits
Technical rigor is measured by the ability to profile and troubleshoot memory leaks, thread pool starvation, or excessive garbage collection. We evaluate candidates on their use of built in diagnostic tools and performance monitoring suites. A successful engineer proactively identifies bottlenecks through code analysis and implements targeted optimizations that significantly enhance overall application responsiveness in production traffic scenarios.
Where we find them
We identify talent by searching for contributors active in advanced programming circles, particularly those who demonstrate mastery of language internals through public repositories or technical writing. We prioritize individuals who have work through architectural shifts in corporate environments, preferring engineers who have successfully unified disparate codebases while maintaining consistent testing standards for large scale .NET driven software products.
Targeted outreach focuses on practitioners who contribute to open source libraries within the ecosystem or participate in technical discussions concerning framework evolutions. We seek professionals who have spent significant time in consulting roles or specialized software development agencies, as these environments offer deep exposure to a broad variety of enterprise challenges, architectural paradigms, and performance optimization scenarios.
Mistakes we see
Treating a credential as the answer
Do not let modern .net proficiency become a keyword filter. Applicants should provide evidence of building production grade services that utilize the latest runtime optimizations to ensure high performance and maintainability across diverse enterprise software product architectures.
Leaving the actual scope out
Put the responsibility for asp.net core architecture in the brief, including who helps the hire and who decides. This check assesses depth in designing and implementing reliable APIs.
Waiting until the offer to discuss the work
Discuss what the person will own in entity framework mastery before the interview loop. We look for developers who understand when to bypass ORM defaults to execute raw SQL for critical performance paths in applications.
The search in three steps
Agree the brief
For a Framework migration, we ask which dependencies blocked the move, how authentication changed and how the team tested behavior before switching production traffic.
Find and speak with people
The selection cycle prioritizes deep technical validation through focused conversations that explore the candidate's history with framework transitions. We examine their approach to dependency management and service abstraction within enterprise architectures. Candidates discuss how they evaluate competing design patterns against performance constraints, ensuring their technical decisions align with long term maintainability and scalability goals for complex business systems.
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 performance tuning habits. You decide who to interview. We help with the conversations through the offer.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for modern .net proficiency and asp.net core architecture, rather than promising a date before the brief is clear. Candidates must demonstrate deep expertise in .NET 8 and beyond.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving modern .net proficiency, 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 performance tuning habits.
Should this role be remote or on site?
Experience with modern .net proficiency and asp.net core architecture does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about performance tuning habits, so we approach people who can accept the arrangement.
How will you check fit before we interview?
Candidates must demonstrate deep expertise in .NET 8 and beyond. We evaluate ability to uses recent language features including record types, pattern matching, and source generators to write clean and efficient code. This check assesses depth in designing and implementing reliable APIs.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering modern .net proficiency and asp.net core architecture 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 performance tuning habits, 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.
Where we fill this role
- SaaS and B2B Software
- Fintech, Payments and Insurtech
- Banking, Capital Markets and Trading
- Healthtech and Digital Health
- Health Systems, Payers and Provider IT
- AI-Native Companies
- PE-Backed Software
- Enterprise and Fortune 1000
- Ecommerce, Retail and Marketplaces
- Govtech, Defense and Aerospace (Cleared)
- Cybersecurity Vendors
- Construction Tech and Proptech
- Manufacturing, Industrial and IoT
- Energy, Utilities and Climate Tech
- Consulting, MSPs and Systems Integrators
- Media, Gaming and Consumer Apps
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.