Roles we recruit for
Security engineers and penetration testers, cloud and platform engineers, DevOps and SRE, and infrastructure architects. We stay inside the fields we practise in — outside them we'd be doing keyword matching too.
People
Technical recruitment
Most technical recruitment fails at the screen: someone who can't evaluate the work matches keywords, and your engineers spend their week interviewing people who were never close. We screen the shortlist ourselves.
What this covers
The work itself.
Screening that means something
Candidates are assessed by someone who does the work. That means fewer CVs reaching you, with a written note on each explaining what they're strong at and where the risk is.
Assessment design
If your technical interview isn't discriminating well, we'll help redesign it. Take-home exercises that respect people's time, and interview structures that test the job rather than recall.
Contract and permanent
Both, including contract-to-permanent. For cross-border contract work we'll flag the engagement-structure and classification questions early, because they're much more expensive to fix afterwards.
How it runs
Engagement shape.
01
Intake
A conversation with the hiring manager, not a form. What the role actually does day to day, what the team is missing, and which requirements are real versus copied from the last posting.
02
Sourcing
Targeted outreach rather than a job board spray. In these fields the people worth hiring are rarely applying.
03
Technical screen
Conducted by an engineer. You receive a shortlist with written assessments, including the reservations.
04
Support to offer
Interview coordination, feedback loops, and help calibrating the offer against what the market is actually paying.
What you get
Deliverables.
- Role definition refined with the hiring manager
- Targeted candidate sourcing
- Engineer-conducted technical screening
- Written assessment per shortlisted candidate
- Interview coordination and structured feedback
- Offer and market-rate guidance
Context
Where this comes up.
We work across the EU, UK, US and UAE. Each has its own constraints on how technical contractors can be engaged, and they're worth settling before the offer rather than after: worker-classification rules, cross-border payroll, notice periods and non-competes that vary enormously by jurisdiction.
For remote hires the practical question is usually time-zone overlap and who carries the employment relationship. We'll raise both early. They're the two things that most often turn a good hire into an administrative problem.
Common questions
Before you ask.
How is this different from a normal recruitment agency?
The screen. A generalist agency matches keywords because it has no other option. Our shortlists are assessed by engineers who work in the field, so what reaches you has already been through a real technical conversation.
Do you recruit outside security and infrastructure?
No. Outside those fields we'd have no advantage over a generalist, and we'd rather refer you on than pretend otherwise.
Can you help us hire in a country we don't operate in?
Often, but the constraint is usually employment structure rather than sourcing. We'll tell you early if the practical answer is an employer of record rather than a direct hire.
What if the hire doesn't work out?
We work to a guarantee period, agreed in writing before we start. Talk to us about the specifics when we scope the role.
Next step
Scoping calls are free.
Tell us what you're dealing with. If we're not the right fit we'll say so on the call, and usually point you at who is.