From help desk to CTO.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Software engineers, data and AI specialists, cloud and security teams, IT leaders and frontline support. We reach working people, qualify them live and give you a written shortlist with the reasons each person fits.
Start with the role
Roles we fill
Industries
Hiring situations
The people you want are not applying
The strongest people are busy doing the work well, so they never browse job boards.
A generic message is deleted. A specific reason to talk is read.
We describe the real problem and the real team, so a reply costs them a minute.
Why the best are not applying
Job boards collect people who are looking. Many of them are excellent. But the strongest engineer on a team that is shipping well has no reason to browse, and no recruiter template will change that.
We start from your technical problem and work backward to the companies that have already solved something like it. Then we write to individual people with a reason that makes sense to them, and we keep writing until they answer.
You get a shortlist of people who were not on the market this morning, each qualified against your stack and your domain.
Six stages
We turn your description into a profile built on the real work, then agree what a yes and a no look like.
We map the employers where people who have done this work are found, in your region and beyond it.
We find how to reach individuals professionally, and we do it with care for their privacy.
We write to each person with a reason that fits them, and we keep writing until they answer.
A recruiter talks with each person live about stack, scope and motivation before you hear a name.
You receive a written brief on each candidate, and we support the process through to the offer.
Market to shortlist
Positions
What you receive
Every shortlisted person comes with a written brief. The card shows the format only.
Illustrative Format: Not a Real Candidate
How it works
Two short steps, then a senior person reads your request.
We reach employed people and speak with each of them live.
A focused shortlist with written briefs. No upfront fee. You pay only if you hire.
Relocation
Many strong people will relocate for the right role, and we ask about it early so that you know who can move and what would make them. Where the work is local, we focus on people already near the site.
Searches run nationwide, covering local candidates, relocation candidates and remote or hybrid arrangements.
Traveling roles
Field, rollout and jobsite work needs people who like moving between sites. We look for technicians and leads who have done that work and ask honestly about schedule and travel before they reach you.
Project crews are available on request. Read how.
Our specialized contingency model serves technical leadership and engineering families across the full corporate maturity spectrum. We work through the specific complexities of Seed startups building core architecture versus Public entities refining massive scale infrastructure. By focusing exclusively on technical roles, we bridge the gap between high level organizational needs and the granular requirements of software, data, and hardware engineering teams.
We prioritize deep domain expertise over broad talent acquisition. Whether supporting Series A firms scaling initial product workflows or Growth stage companies optimizing industrial technology stacks, we emphasize the alignment of engineering culture with technical objectives. Our methodology integrates passive headhunting techniques to identify seasoned specialists who possess the exact skills required for unique roles in robotics, security, or enterprise platforms.
We rigorously evaluate candidates on their ability to design scalable systems that endure shifts in technical requirements. The screening process probes specific experiences with distributed computing, microservices, and API lifecycle management. We look for deep understanding of trade offs in language selection and infrastructure choices, ensuring engineers possess the architectural foresight necessary to prevent technical debt while maintaining rapid development velocity in growth environments.
Candidates must demonstrate profound proficiency in cloud native environments and automated pipeline management. We assess their hands on capability with container orchestration, infrastructure as code, and site reliability principles. Our evaluation focuses on the operational maturity required to manage high availability production systems. We look for candidates who proactively identify latency bottlenecks and implement reliable monitoring strategies for complex network architectures.
For roles centered on analytics and machine learning, we scrutinize deep knowledge of data pipelines, storage optimization, and statistical modeling. We examine candidate evidence regarding the deployment of production level models, ETL workflow automation, and distributed database management. We seek professionals who understand the intersection of data integrity and computational efficiency, ensuring they can translate complex datasets into actionable system insights.
We conduct extensive checks on candidate familiarity with threat modeling, identity management, and secure coding practices. The process identifies experts capable of embedding security protocols throughout the software development life cycle. We evaluate their ability to manage vulnerabilities in modern environments, seeking individuals who prioritize security without impeding agile delivery goals. We screen for a mindset focused on proactive defense and governance.
For embedded and robotics specializations, we verify technical mastery of low level firmware, real time operating systems, and mechanical system integration. We assess the ability to troubleshoot hardware performance issues and bridge software layers with physical robotic components. Candidates are evaluated on their history of successful product iterations, emphasizing reliability, timing constraints, and hardware driver development within complex physical system environments.
We examine the ability of leadership candidates to manage engineering teams through high growth periods. We look for evidence of mentoring, technical strategy development, and project governance. Candidates must show they can translate business strategy into actionable engineering roadmaps. We assess their experience in conflict resolution, resource allocation, and maintaining team morale while driving technical excellence in competitive talent markets.
Our sourcing efforts target passive candidates embedded within highly technical teams. We identify specialists who thrive in open source ecosystems, those contributing to significant framework development, and members of focused industrial research groups. We prioritize professionals who demonstrate deep practical application of modern languages and systems architecture rather than those who are simply active in generic job seeking networks.
We also use connections within implementation consultancies and specialized engineering boutiques where complex problem solving is standard. By engaging with experts who deal with unique integration challenges, we identify individuals with the versatility to handle diverse technical scopes. We focus on practitioners who constantly expand their expertise through internal projects or high impact contributions to foundational technology sectors.
Our process begins by understanding the precise technical market of the hiring team. We conduct internal audits of the required skills, infrastructure needs, and the organizational stage to ensure our search strategy is perfectly calibrated. By defining the technical requirements early, we minimize time spent on misaligned candidates, allowing us to focus only on those who meet the role demands.
The subsequent phase involves a methodical outreach strategy that respects the candidate's current professional commitments. We conduct detailed assessments of technical capability and organizational fit throughout the engagement. This ensures that when candidates are presented, they have been vetted for the specific challenges they will face. We maintain transparency and clear communication channels with hiring managers through every milestone.
Open role
Name, company, work email, phone, the role, where it sits, how you heard of us and anything else. We reply with whether we can help.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
There is no upfront fee. You pay only if you hire a candidate we present. The percentage and payment terms are set out in the recruiting agreement before any work starts.
No. We recruit technology engineers and leaders for direct hire into your company. We do not provide contract IT staffing or offshore teams.
People who are applying are a different group from people who are doing the work well. Many strong engineers are comfortable and employed, and they only move when someone gives them a specific, credible reason.
Ivan or a senior team member will reach out soon. The search is run by recruiters who understand the technical work.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Hiring guidance
The cost of waiting
Every week a technology seat stays open, the work it was meant to cover lands on someone else or does not happen. We do not put a number on that for you, because only you know it. We shorten the wait by going straight to employed people who already do the work.
Send Us Your Open RoleWe first need to agree the opening and qualify people against it. Availability and the interview requirements affect the search; we do not promise a fixed deadline before reviewing the work.
We discuss the reason for considering a move before you invest in interviews. A counteroffer can change the decision, so we revisit that reason rather than assume more pay will settle it.
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.