Every way we fill a technology role.

Permanent IT Recruitment

Most recruiters match keywords on a CV. Ours are specialists who understand the difference between someone who has used a technology and someone who is good at it. You get a short list with honest notes instead of a long list that wastes your engineers' afternoons.

What it includes

• Role scoping against your actual stack, team and seniority need
• Targeted sourcing across active and passive candidates
• Screening by recruiters who specialise in that technology area
• Structured interview kits so your panel assesses consistently
• Offer negotiation, notice-period management and counter-offer handling
• Replacement guarantee inside the agreed window

Contract & Temporary Staffing

For a delivery push, a migration, a parental-leave gap or a budget that will not carry permanent headcount. We place contractors on our payroll or yours, handle the paperwork so they can start rather than wait, and manage extensions and exits cleanly.

What it includes

• Availability within days for common technology skills
• Contracting, invoicing and statutory compliance managed for you
• Time-zone and working-hours overlap agreed before placement
• Timesheet and approval workflow, with consolidated invoicing
• Extension, conversion to permanent or clean exit at term end
• Cover arranged if a contractor becomes unavailable mid-term

Contract-to-Hire

Interviews are a poor predictor of how someone works. Contract-to-hire puts the candidate in the real role for an agreed period, so the permanent decision is made on evidence rather than on how well they interviewed.

What it includes

• Agreed trial length and conversion terms set before day one
• Candidate briefed that the role is contract-to-hire, never sprung on them
• Contractor payroll and compliance handled during the trial
• Structured check-ins at the midpoint and before conversion
• Pre-agreed conversion fee with no surprise uplift
• Clean exit and replacement if either side decides against it

Executive & Leadership Search

Senior technology hires are rarely found on job boards. They are approached, discreetly, by someone who can hold a credible conversation about the role. The process is slower and more thorough because the cost of getting it wrong is measured in quarters.

What it includes

• Confidential mapping of the relevant leadership market
• Direct, discreet approach rather than advertising the role
• Assessment against your actual technical and organisational challenges
• Structured referencing with prior peers and direct reports
• Support through offer, notice period and counter-offer
• Onboarding check-ins through the first six months

Recruitment Process Outsourcing

When you are hiring twenty engineers rather than two, agency-by-agency fees stop making sense. RPO puts dedicated recruiters inside your process, using your employer brand and your tone, and involves your engineers only where their judgment is genuinely needed.

What it includes

• Dedicated recruiters working as an extension of your team
• Your employer brand and tone of voice, not ours
• Sourcing, screening, scheduling and candidate communication
• Interview-loop design and panel training
• Pipeline and funnel reporting you can actually act on
• Monthly review against agreed hiring targets

Staff Augmentation

You keep the roadmap and the standards; we supply the people. Augmented staff sit in your standups, your repositories and your review process rather than working as a separate outsourced unit with its own agenda.

What it includes

• Skills matched to your existing stack and ways of working
• Direct reporting into your leads, no account-manager layer
• Ramp-up support through the first weeks
• Flexible scaling up or down as the work changes
• Payroll, compliance and contracting handled by us
• Replacement cover if a placement is not working out

Background Verification

Most bad hires that make it through were verifiable beforehand. We check what a candidate has claimed — previous employment, qualifications, identity, references — and report anything unresolved plainly rather than burying it.

What it includes

• Employment history and dates verified with prior employers
• Education and professional qualification checks
• Identity and address verification
• Reference calls with former managers, not just nominated referees
• Criminal record and database checks where legally permitted
• Written report with every discrepancy flagged clearly

Diversity Hiring

Most diversity hiring stalls because the funnel is measured at the top and the process is never examined. We source beyond the usual referral networks and then look at where candidates actually drop out — which is often the job description or the interview loop, not the sourcing.

What it includes

• Sourcing beyond referral networks and the same few employers
• Job descriptions rewritten to stop capable people self-deselecting
• Structured, consistently scored interviews
• Diverse interview panels where you have the people for it
• Funnel reporting by stage, so drop-off is visible
• Measured on who gets hired, not on who was sourced

Hire, Train & Deploy

For roles where experienced talent is scarce or expensive, and the actual requirement is aptitude. We hire for capability, train on the specific technologies you use, and deploy people who are productive from the start rather than learning your stack on your time.

What it includes

• Aptitude-based screening and technical assessment
• Training curriculum built around your stack and standards
• Trainer-led delivery with project work, not video courses
• Assessment gates before anyone is deployed to you
• Deployment with a defined ramp-up and mentoring period
• Conversion to your payroll after the agreed term