Committed to deliver the right fit for the right job.
Permanent, contract and executive IT recruitment — plus RPO, background verification and hire-train-deploy when the volume or the risk justifies it.
What we take off your desk.
Talent Sourcing
Targeted search against your stack and your market, not a keyword sweep of a CV database.
Candidate Screening
Technical screening by a recruiter who specialises in that area, before anyone reaches your panel.
Executive Search
Confidential search for leadership roles, where the shortlist matters more than the response rate.
Negotiating & Onboarding
Offer support, notice periods and counter-offers handled, with a check-in after the first month.
Consulting & Outsourcing
RPO, staff augmentation and hire-train-deploy when the volume or the risk justifies it.
Why the shortlist is short.
Our recruiters specialise by technology area rather than covering everything. That is the whole reason three names reach you instead of thirty: someone has already had the conversation that separates a candidate who has used a technology from one who is genuinely good at it.
It also means we can tell you when a role is priced wrong, scoped wrong or simply rare in your market — early, rather than after six weeks of looking busy.
Why employers partner with us.
Industry Expertise
Recruiters specialise by technology area instead of covering the whole market. That is what separates a candidate who has used a technology from one who is genuinely good at it.
Extensive Talent Network
Most of what we place is never advertised. Relationships built over years reach people who are not answering job ads this month.
Efficiency and Speed
For common stacks a shortlist usually reaches you inside a week. For narrow specialisms we say so up front rather than sending near-misses to look busy.
Long-Term Partnership
We would rather tell you a role is priced or scoped wrong than fill it twice. Replacement cover is agreed in writing, not improvised.
Eight steps, and you hear the bad news early.
- 01
Consultation
A call with a recruiter who knows the technology, not a form. The stack, the team shape, and what the person will actually do in month one.
- 02
Talent Sourcing
Targeted search across our network and the open market, scoped to the brief rather than to whoever is easiest to reach.
- 03
Screening
Technical and cultural screening by a specialist in that area. Candidates who cannot do the work do not reach your panel.
- 04
Candidate Presentation
Three or four names with honest notes on each, including the reservations. Shorter, because someone already did the filtering.
- 05
Interview Coordination
Scheduling, briefing and panel logistics handled, so your engineers spend their time interviewing rather than arranging it.
- 06
Selection & Onboarding
Offer framing, notice-period management and start-date confirmation, through to the first day.
- 07
Follow-Up
A check-in after the first month with both sides, while a wrong fit is still cheap to correct.
- 08
Feedback
What the market told us about the role — pay, availability, how your process reads from the outside. Useful whether or not you hire.
Looking for talent?
Tell us the role. If we are not the right fit for it, we will say so rather than send you a shortlist to justify the call.