When it comes to tech talent, we know what works.
We’re here for the companies changing the world through tech.
By providing you with access to a pool of skilled professionals who can quickly ramp up and start working on their projects, we can become your partner and help alleviate the talent shortage and ensure you have the necessary resources to complete their projects on time and within budget. This, in turn, enables project leaders to focus on other critical aspects of their projects, such as managing timelines, budget, and deliverables, without worrying about finding the right talent.
A truly transparent approach.
We understand the challenges faced by companies in completing their projects successfully. The importance of meeting project timelines and delivering results within the set deadlines, on or under budget and with no hiccups means you need a recruitment partner who acknowledges the significance of efficient resource utilisation, the importance of a smooth project delivery that’s free from any unforeseen or avoidable issues. It’s high stakes project delivery and we are committed to working towards achieving successful project outcomes with you on your hiring process.
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By supporting the software engineering community, we help tech leaders to connect with great talent and deliver outstanding projects. We want engineers to work in roles that make a difference.
How it works
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Step 1: Job qualification
For an ideal meeting, we recommend either an in-person or video call with the hiring manager(s). During this meeting, we take the time to listen to your needs, understand your challenges, and get a deeper feel for your business and culture. At the end of the meeting, we offer our thoughts, advice, and a market overview, discussing how your company and vacancies compare to others.
Step 2: Moving forward
If we mutually agree to move forward, we negotiate a fair price for the work and set an SLA that suits you, with a dedicated account manager. We can work across contingency, exclusive, retained, consultancy, and subscription models for both permanent and contract hires. We see ourselves as an extension of your business, and to work at our best, we only need to be immersed in your culture for 30 minutes.
Step 3: Candidate Sourcing
We operate using both 360 and 180 models, which means we have specialized and dedicated resources who are continually searching for the best talent at all levels. We use cutting-edge AI and automation tools that enable our team to be extremely productive, on average 7x more than a consultant without these tools. We reach out to more relevant talent across our network, faster. We also have overseas outsourcing partners who continually scout for top talent globally.
Step 4: CV Review
Depending on your urgency or volume of vacancies, we diarize a weekly 10-minute catch-up at a time that suits you until the role is filled. During this "client management call", we discuss your CV feedback and ask any questions that may come up during the process.
We recognize our main role as your recruiter is to save you time, and nobody likes to be bombarded. We show you the key statistics you need to know. We are open to using most ATS tools, but our CRM has an inbuilt function that allows you to provide feedback, arrange interviews, validate documents, and forward CVs to colleagues.
Step 5: CV Synopsis
We provide all CVs with a synopsis of why we believe they are suitable for the role. This includes their motives for move, desired location, remuneration expectations, and availability. We don't believe in editing or formatting a CV, but we're happy to do so upon request. We think it's best if the CV is sent as the candidate intends, with transparency.
Step 6: Interview
Once we clarify your interview process during the qualification call, we ensure the candidate is made aware at the earliest possibility. We can assist you with asking any prearranged questions or forwarding on any technical challenges, but this is the part
where you are in control. However, we speak with the candidate to obtain feedback following the interview and can pass this on to you immediately, so you can advise on the next steps.
Step 7: Offer
Once you have decided to make an offer to one of our candidates, we can assist you through the negotiation process. Delivering the offer in the right way is often overlooked, but we have vast experience with the do's and don'ts. Once agreed, we provide any formal onboarding documents you may require and stay in touch until the start date. Even checking in every so often during probation. If the candidate is a contractor then depending on location we meet them in person twice per year too.
01
02
03
04
05
06
07
Step 1: Job qualification
For an ideal meeting, we recommend either an in-person or video call with the hiring manager(s). During this meeting, we take the time to listen to your needs, understand your challenges, and get a deeper feel for your business and culture. At the end of the meeting, we offer our thoughts, advice, and a market overview, discussing how your company and vacancies compare to others.
Step 2: Moving forward
If we mutually agree to move forward, we negotiate a fair price for the work and set an SLA that suits you, with a dedicated account manager. We can work across contingency, exclusive, retained, consultancy, and subscription models for both permanent and contract hires. We see ourselves as an extension of your business, and to work at our best, we only need to be immersed in your culture for 30 minutes.
Step 3: Candidate Sourcing
We operate using both 360 and 180 models, which means we have specialized and dedicated resources who are continually searching for the best talent at all levels. We use cutting-edge AI and automation tools that enable our team to be extremely productive, on average 7x more than a consultant without these tools. We reach out to more relevant talent across our network, faster. We also have overseas outsourcing partners who continually scout for top talent globally.
Step 4: CV Review
Depending on your urgency or volume of vacancies, we diarize a weekly 10-minute catch-up at a time that suits you until the role is filled. During this "client management call", we discuss your CV feedback and ask any questions that may come up during the process.
We recognize our main role as your recruiter is to save you time, and nobody likes to be bombarded. We show you the key statistics you need to know. We are open to using most ATS tools, but our CRM has an inbuilt function that allows you to provide feedback, arrange interviews, validate documents, and forward CVs to colleagues.
Step 5: CV Synopsis
We provide all CVs with a synopsis of why we believe they are suitable for the role. This includes their motives for move, desired location, remuneration expectations, and availability. We don't believe in editing or formatting a CV, but we're happy to do so upon request. We think it's best if the CV is sent as the candidate intends, with transparency.
Step 6: Interview
Once we clarify your interview process during the qualification call, we ensure the candidate is made aware at the earliest possibility. We can assist you with asking any prearranged questions or forwarding on any technical challenges, but this is the part
where you are in control. However, we speak with the candidate to obtain feedback following the interview and can pass this on to you immediately, so you can advise on the next steps.
Step 7: Offer
Once you have decided to make an offer to one of our candidates, we can assist you through the negotiation process. Delivering the offer in the right way is often overlooked, but we have vast experience with the do's and don'ts. Once agreed, we provide any formal onboarding documents you may require and stay in touch until the start date. Even checking in every so often during probation. If the candidate is a contractor then depending on location we meet them in person twice per year too.
Download our free Pricing Guide!
Get a better understanding of our recruitment services and fees per position.
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