IT recruitment where a shortlist actually means something.
Three or four names, each screened by a recruiter who understands the work — not thirty CVs forwarded in the hope one sticks.
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Every way we fill a technology role.
Permanent, contract and executive search, plus the programmes for when hiring volume or risk outgrows a single role.
Permanent IT Recruitment
Full-time technology hires, screened against your stack before they reach your panel.
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Contract & Temporary Staffing
Technology contractors for a defined period, with contracting and compliance handled end to end.
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Contract-to-Hire
A working trial period before either side commits to a permanent offer.
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Executive & Leadership Search
CTOs, engineering directors and heads of platform — roles where a wrong hire costs a year.
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Recruitment Process Outsourcing
Recruiters embedded with your team when hiring volume outgrows internal capacity.
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Staff Augmentation
Technology professionals who join your team, work your process and report to your leads.
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Background Verification
Employment, education, identity and reference checks completed before an offer is signed.
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Diversity Hiring
Widening the pipeline and removing the parts of a process that quietly filter people out.
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Hire, Train & Deploy
Screened graduates trained on your stack, then deployed into your team.
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Our partners
Platforms and organisations we work alongside on client engagements.
The measure of the work is what happens after.
What hiring managers say once the person we placed has been in the role a while.
“They spent the first two weeks telling us what was already working before proposing anything. The shortlist was three people and we hired two of them.”
Aarav MehtaChief Technology Officer, Northwind Payments“We had been through two agencies before this. The difference was honest notes on every candidate, including the reservations. Both hires are still with us.”
Priya RaghavanVP Engineering, Lumen Retail Group“Contractors were on site inside a week with the paperwork already done. When the term ended the exit was as clean as the start.”
Daniel OkoyeHead of Infrastructure, Meridian Logistics“Our first security hire, in a team with nobody able to assess security people. They ran the screening and left us an interview loop we still use.”
Sara LindqvistChief Information Security Officer, Atlas Components“They told us the role was priced below market in week one rather than searching for six weeks and blaming the candidates. We adjusted and filled it.”
Rohit BalanDirector of Technology, Cascade Energy“The graduate intake was the surprise. Fifteen trained on our stack, assessed before they reached us, productive far sooner than we expected.”
Hannah WeissHead of Data, Beacon Media