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Services

Three ways to fill a role

What separates them is not price: it is how much confidentiality, how much urgency and what kind of employment relationship the position needs.

Recruitment & Selection

The full process for a permanent vacancy: intake briefing, sourcing, a three-stage evaluation and a shortlist.

We hire for human quality as much as for technical ability. Every candidate goes through three stages — technical, competency and cultural fit — before reaching your desk. The first shortlist is presented within 48 business hours.

  • Intake briefing with the engineering team, not only with HR
  • A three-stage evaluation
  • First shortlist within 48 business hours
  • 90-day replacement guarantee

Best forPermanent roles in engineering, data, QA, infrastructure and product.

Executive Search

Direct, confidential search for senior management, leadership roles and scarce technical profiles.

When a role is not advertised — because it is a succession, because the market is small, or because the right person is not looking — the search is done by direct approach. We work with professional judgement and total confidentiality on both sides of the table.

  • Direct approach, no job posting
  • Confidentiality for the company and for the candidate
  • Market and compensation mapping before the first contact
  • A closing report with the reason behind every rejection

Best forCTO, Head of Engineering, Tech Lead, architects and succession roles.

IT Staff Augmentation

Qualified technology professionals embedded in your team for as long as the project runs.

Professionals available when and for the project your company needs, optimising the cost of the whole hiring process. The team works under your technical direction; the employment relationship and its administration stay on our side.

  • Project-based engagement with an orderly exit
  • Employment administration stays on our side
  • Available profiles without starting a search from scratch
  • Scale the team up or down as the roadmap moves

Best forDemand peaks, projects with a fixed end date, and teams that need capacity now.

The process

What happens once you write to us

  1. Intake

    A meeting with whoever will lead this person, not only with HR. We leave with the technical profile, the market salary range and the three criteria that define a yes.

  2. Sourcing

    Our own IT candidate base, direct search and AI-assisted matching. A job posting is one channel, not the process.

  3. Evaluation

    Three stages: technical, competency and cultural fit. Every rejection is documented with its reason.

  4. Shortlist and close

    We present the first shortlist within 48 business hours and support the offer, the start date and the first 90 days.

Frequently asked

What companies ask before we start

Do you charge a retainer to start a search?

No. We work on a success-fee basis only: there is no fee to open a search, none for presenting candidates and none for however long the process takes. We invoice only when you hire someone.

Do you require exclusivity?

No. You can run the search with us and through other channels at the same time. If the person you hire came through another route, you owe us nothing.

How soon do you present the first candidates?

The first shortlist arrives within 48 business hours of closing the intake briefing. That is possible because most of our searches are filled from our own candidate base and by direct approach, rather than by waiting for applications to a job posting.

What happens if the person leaves after a few months?

You have a 90-day guarantee. If they leave within that period we reopen the search and fill it again at no additional cost.

What is the difference between Recruitment & Selection and Executive Search?

Recruitment & Selection is the full process for a role that can be advertised: intake, sourcing, a three-stage evaluation and a shortlist. Executive Search is a direct, confidential approach for roles that are not advertised — a succession, a scarce profile, or a search a company needs to keep private.

And how does Staff Augmentation differ?

In the employment relationship. With the other two the person joins your payroll. With Staff Augmentation they work under your technical direction for as long as the project runs, and the employment relationship and its administration stay on our side.

Does your company need new talent?

Tell us which position you need to fill. We present the first shortlist within 48 business hours.

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