Technology roles stay open for months because demand for experienced people far outstrips supply, and every month a role sits empty the work lands on someone else. A CV that matches the keywords is not the same as an engineer who will succeed in your team.
Our recruiters screen for technical depth, business understanding and the soft skills an engagement needs, then work alongside your hiring managers as an extension of your talent acquisition team.
What this includes
Staff augmentation
Qualified IT professionals added to your team for implementations, upgrades, enhancements and production support, scaled up or down as the work changes.
Contract hiring
Specialist contingent talent for fixed-length projects, available quickly and for engagements of any size or duration.
Contract-to-hire
See a professional’s performance in your own environment before committing to a permanent hire, with transition terms agreed at the start.
Direct hire
Permanent placements sourced through our referral network as well as traditional channels, reaching strong candidates who are not actively applying.
How we vet candidates
Timing matters, but the right consultant makes the difference between success and failure. Every candidate goes through the same checks before reaching your shortlist.
- Technical screening and skill assessments
- Structured behavioural interviews
- In-depth reference checks
- Employment and certification verification
- Background verification where your policy requires it
- Salary expectations and availability confirmed up front
What you get
- Shortlists of screened candidates rather than piles of CVs
- Critical roles filled in weeks rather than months
- Teams that scale with the work, without long-term headcount risk
- Candidates verified before they start, not after