For employers
Build your team.
Send us the role. We learn what the work genuinely requires, screen against it, and present a shortlist you can act on.
Contact us →For candidates
Find your next role.
Tell us what you are looking for. We represent you deliberately, discuss compensation before you are presented, and keep you informed at every stage.
Send us your detailsFive role families, nationwide.
Technology teams for remote and on site work. If the role is not listed, send the brief and we will tell you whether we can help.
- Software Engineering
- Data and AI
- Cloud, Infrastructure and DevOps
- Cybersecurity
- Product, Program and Business Systems
The roles we represent.
Contract and contract to hire positions across the same five families, nationwide. If your discipline is here, we would like to hear from you.
- Software Engineering
- Data and AI
- Cloud, Infrastructure and DevOps
- Cybersecurity
- Product, Program and Business Systems
We learn the role before we search.
Stack, seniority, team, delivery context, rate range and what success looks like. That conversation decides whether a shortlist is any good.
A brief written from a job description produces candidates matched to a job description.
We learn what you want before we submit you.
A conversation about the work itself, not just the rate. What you want next, what you would rather avoid, and where you are willing to move.
Nothing goes to a client from that first conversation alone.
Six checks before anyone reaches your inbox.
Every candidate is assessed against your requirement, not a title and not a keyword.
- 01Résumé review
- 02Recruiter screen
- 03Work eligibility
- 04Technical screen
- 05Internal technical interview
- 06Qualified against the brief
Reference and background checks are completed when appropriate or required for the assignment.
Assessed once, properly.
You are screened against the actual role rather than passed along and re screened by four firms who never spoke to the hiring manager.
- 01Your experience against the brief
- 02Technical fit for the work
- 03Work eligibility
- 04Assignment context and availability
If your experience is lighter than the brief in one area, you will hear that from us rather than from a silence.
Contract, or contract to hire.
Contract. Defined delivery windows, surge capacity, specialist skills for a fixed period.
Contract to hire. The person starts on contract and converts when it is working, so you evaluate on delivery rather than interview performance.
What each one means for you.
Contract. A defined engagement with a clear end, and the work stated up front.
Contract to hire. A route to a permanent seat where both sides get to be sure first. You will know which one a role is before you are presented.
A straight answer, early.
If the rate is wrong for the market, or the role will not fill as written, we say so at the brief stage rather than three weeks later.
We would rather lose the work than take it on a promise we cannot keep.
Three commitments.
- You approve every submission. Nothing goes to a client until you know the role and say yes.
- Compensation is discussed first. You will know what the assignment pays before you are presented.
- We close the loop. If there is no fit, or a client passes, we tell you.
For employers
Tell us the role.
We will tell you straight whether we can fill it and what it will take.
Contact us →For candidates
Tell us what you want next.
Email your details and what you are looking for. A person reads it and follows up.
Send us your details