Tech Recruitment and Headhunting Services
Frequently Asked Questions
Typical timeline: 3–4 weeks from signed agreement to first candidate interviews. Some roles are faster (full-stack engineers): 2–3 weeks. Specialist roles (ML engineers, Rust specialists): 6–8 weeks because the talent pool is smaller. We give you a realistic timeline during the initial consultation.
90-day guarantee: If the engineer leaves or you terminate during the first 90 days, you pay nothing. If they leave after 90 days, the fee is earned. If someone leaves 6+ months in due to circumstances beyond their control (visa issues, family relocation), we'll run a replacement search at no additional fee. You're protected.
We specialize in hard-to-fill, high-impact roles: senior engineers, engineering managers, technical architects, specialized skills (Kubernetes, ML, security). We're less competitive on junior roles or generic positions—you can hire those yourself. Our value is in deep technical roles where hiring mistakes are expensive.
Direct recruiting and relationship capital. We've spent years building relationships with engineers, technical leaders, and founders. We reach out to people we know and ask for referrals. We attend tech conferences and community events. We monitor who's leaving their jobs on LinkedIn. 70% of our candidates are passive (not actively looking) when we first contact them.
Yes. We offer assessment services separately: technical screening, reference calls, and evaluation frameworks. $3K–$5K per candidate, depending on seniority and depth of assessment. It's cheaper than hiring someone wrong.
No, we focus on permanent hires. For contractors and freelance, you're better served by platforms like Upwork or toptal. We focus on building your permanent team.
We can run parallel searches. If you have 3 open roles, we source and screen simultaneously. Pricing is per placement: $X for engineer 1, $X for engineer 2, etc. Volume discounts available (retainer model).
We conduct behavioral interviews and reference calls focused on teamwork, communication, and values alignment. We also share detailed candidate bios so you can assess fit for your specific team. We're looking for general signals (ownership, collaboration, growth mindset), not perfect cultural clones. Healthy teams have diverse perspectives. ---