Hire a top tech talent.
Scout the people to make your team incredible (and incredibly diverse).
Tell Us About Your Talent Needs
Looking for opportunities yourself? Head over to our Jobs page instead.
From a team that’s trusted by:
90% of tech leaders say recruiting and keeping talent is a major issue. It’s a bigger problem than fostering innovation, driving productivity, or integrating new tech.
Executives struggle to hire for critical IT roles in security, machine learning, and software architecture. This talent shortage is causing project delays, even with financial backing.
But we’ve cracked the code. We find top tech talent faster and for a fraction of the cost.
Imagine a 30% budget reduction, access to a new pool of qualified candidates, and a new hire in weeks instead of months.
2000+ jobs
filled by the team since we started
EXPERTS IN FINDING PEOPLE IN IN-DEMAND SPACES
A snapshot of the roles we’re constantly scouting for our clients:
- Chief Technology Officer
- Chief Information Officer
- Chief Information Security Officer
- Chief Data and Analytics Officer
- Head of AI/ML
- Platform Leadership
- Authentication
- ServiceNow Developers and Specialists
- Project Managers
- UX Designers
- Applications Architects
- AEM Specialists
- Full-Stack Developers
- AI, Machine Learning Specialists
- Data Scientists
- Information Security Analysts
- Computer Systems Analysts
- Data Security Analysts
- Salesforce Developers
- Business Analysts
- DevOps Engineers
- Network Engineers
- Cloud Architects
- Software Engineers
- Solution Architects
- Agile Delivery Lead
And many more…
Our Approach
Fewer than 10% of candidates are looking for a new role. So how do we access the other 90% of the talent network?
The answer is specialist search. Not more ads on Seek. We directly reach out to people and empower them to dream bigger and plan their roles in advance.
1. OPEN DATABASE FOR EACH ROLE
Get freedom from recruitment agencies
We share our full database for each role — who we considered, who we disqualified, and who had the wrong timing. It becomes a perpetual asset for every time you hire, that you get to keep.
It also means that when you see your shortlist, you’re not just deciding on the three that you’ve seen. You’re deciding based on the whole map and all the intersectionalities of experience levels and location and diversity data.
2. Unique BRANDING
Strategy & Content
We do all bespoke brand assets. We use the content we put on LinkedIn and then we send it to our networks.
We use head hunting over advertising approach. This works because it’s build on the foundation of the other branding work that we do.
3. Diversity and inclusion baked into every hire
Earn trust and commitment from your employees
