Software
developer
recruitment and
team building
Hiring engineers works better when whoever is doing it has built software themselves.
* A software developer recruitment agency run by people who build software themselves. Specialists assessed on what they can do, not on CV keywords.
Find people who understand what you are building
Find people who understand what you are building
Because we build software every day, we read a role the way a hiring manager does. We understand the technology and the state of the code, how the team is put together, and what the person will be judged on six months in. So the conversation starts with what the role has to deliver, not with a list of technologies.
What you get back is a short shortlist. People who can do the job and want this particular version of it. Not a long list you have to filter yourself.
It covers software recruitment and IT contract staffing, whether the person joins your payroll permanently or works with you for one project.
Ways to hire with us
01
Permanent hires
People who join your company on your payroll
02
Contract specialists
For a defined project, a gap, or a busy period
03
A complete project team
Assembled around one piece of work
→
Need capacity rather than headcount?
An engineering team may suit you better than hiring
How it runs
How
it runs
Technology staffing and technical recruitment. Roles we hire for: software engineers (front-end, back-end, full-stack) · mobile developers · product managers · designers · QA and testing · DevOps and cloud · data engineers · technical leads · engineering managers.
Related: Dedicated development teams
1. Understand
Your product, your technology, your team and your goals
2. Define
A role written around outcomes, not buzzwords
3. Search and assess
We look through our network and check real experience
4. Present
A focused shortlist, with our reasoning for each person
5. Support
Interviews, offers, onboarding and the first weeks
Clear
answers
What people ask before any of this starts — including what we cannot promise.
Whoever is assessing the candidate has built software themselves. We write the brief with you, screen the technical side ourselves and sit in the interviews, so you see a short list of people who can do the job rather than a long list of CVs that match on keywords.
Software engineers across front-end, back-end and full-stack, mobile developers, product managers, designers, QA and testing, DevOps and cloud, data engineers, technical leads and engineering managers. Permanent hires, contract specialists, or a complete project team.
This is the slowest of the ways to add capacity, and the most permanent — a hire onto your own payroll takes longer than a specialist joining through us or a dedicated team. If the timeline matters more than permanence, we will say so and point you at the faster option instead.
For you. They join your company, on your payroll, and they are yours rather than ours. If you would rather not take people onto your payroll at all, a dedicated team through us is the other way to do it.
Say so in the first conversation. The three ways to add capacity are not interchangeable. They differ in who directs the work and who carries the risk, and we would rather talk you out of the wrong one than place someone you did not need.
Next step
Build your
team
Tell us what you're trying to build, or who you're trying to hire. The first conversation is free. And we'll say plainly if we're not the right fit.