Do you cover contract as well as permanent engineering roles?

Talk to us about the shape of the need. We will be straight with you about whether a permanent search, an interim hire or a mix is the right answer for the timeline you are working to.

Can you hire a whole team rather than one engineer?

Yes. Tell us how many people you need and by when, and we will agree the right model for each role, including a retained search with a full talent map where the roles call for it.

Do you run technical assessments?

We screen on evidence and depth of experience; the technical bar stays yours to set. We will tell you honestly where we think a candidate sits before you spend interview time on them.

What regions do you recruit in?

Europe, the Middle East and Africa are where we are strongest, and we place remote and relocating candidates beyond that. Tell us where the role sits and we will be straight with you about how deep our network is there.

Specialist domain

SoftwareDevelopment.

Specialist recruitment across the software development life cycle, from the people who set direction to the people who ship.

Turn ideas into impact.

Hire talent Find a role

Leaders + buildersA complete view of the team
Product and platform teamsAcross every growth stage
Search led by a market mapNot just a list of CVs

The roles we fill.

From a first engineering hire to a full platform team, we help businesses hire the people who ship.

Leadership
- VP Engineering
- Head of Engineering
- Engineering Managers
- Delivery Leads
Architecture
- Solution Architects
- Software Architects
- Platform Architects
- Principal Engineers
Engineering
- Backend Engineers
- Frontend Engineers
- Full-stack Engineers
- Mobile Engineers
Platform and quality
- DevOps and Platform Engineers
- SRE
- QA and Test Automation
- Release Engineering

Why these hiresare hard.

The strongest engineers are rarely looking. A brief that lists frameworks instead of problems does not reach them.

Job specs describe a stack, not a job
A list of frameworks tells a good engineer almost nothing about whether the role is worth leaving a job for. The brief has to carry the problem, the team and the autonomy on offer.
Seniority means different things in different companies
A senior engineer at a thirty-person product company and a senior engineer at a bank are solving different problems. Matching on title alone is how teams end up disappointed on both sides.
Slow processes lose the strongest candidates first
The people you most want are the ones with other options. Every extra week between stages is a week a competing offer can land.

How we runthe search.

We map the market, have the right conversations and present only the people who genuinely fit.

1
We rewrite the brief with you
Before the search starts we agree what the role genuinely needs versus what has been copied from the last spec. It is usually the shortest conversation with the biggest effect on the shortlist.
2
We shortlist on evidence
What have they built, what did they own, what broke and what did they do about it. That is the conversation we have, and it is what you get in the notes alongside each candidate.
3
We keep the process moving
Scheduling, feedback and offer logistics are ours to chase. Your engineers stay focused on interviewing rather than coordinating.

Who we usuallydo this for.

Product companies scaling engineering
Teams hiring a first engineering leader
Platform and infrastructure build-outs
Startups and high growth scale-ups
Teams moving from outsourced to in-house
Businesses replacing an agency-led process
Global and regional expansion
Replacement hires that did not work out

Start a conversation Turn ideas into impact.

Software Development hiring,answered.

Straight answers to the questions we hear most.

Do you cover contract as well as permanent engineering roles?
Talk to us about the shape of the need. We will be straight with you about whether a permanent search, an interim hire or a mix is the right answer for the timeline you are working to.
Can you hire a whole team rather than one engineer?
Yes. Tell us how many people you need and by when, and we will agree the right model for each role, including a retained search with a full talent map where the roles call for it.
Do you run technical assessments?
We screen on evidence and depth of experience; the technical bar stays yours to set. We will tell you honestly where we think a candidate sits before you spend interview time on them.
What regions do you recruit in?
Europe, the Middle East and Africa are where we are strongest, and we place remote and relocating candidates beyond that. Tell us where the role sits and we will be straight with you about how deep our network is there.