US Tech · Engineering-Led · Sponsorship-Friendly

Tech hires that pass the bar.

Dream Chase Technology is a US specialist tech recruiter. Software engineering, cloud, data, AI, cybersecurity and product. Every shortlist is screened against the real stack, calibrated against current USD comp data, and clear on work-authorisation status (USC, GC, GC-EAD, OPT, OPT-STEM, H1B current/transfer, TN, L1) so there are no offer-stage surprises.

Open a Req Stacks We Hire

Engineering-led screening
USD comp by city tier
Sponsorship status verified at intake
Remote, hybrid or on-site

Median time to shortlistMost reqs see a vetted, ranked shortlist inside a working week.

3-6

Candidates per shortlistTight, qualified, ranked. We don't paper over the desk.

90d

Replacement windowFree replacement if a perm hire doesn't stick. Longer for senior roles.

1:1

One recruiterEnd-to-end accountability. Same person from intake to first commit.

Disciplines we hire

Engineering, data and product roles, hired properly.

The technical functions US tech teams open most often. Each is staffed as W2 perm, W2 contract or contract-to-hire, remote-first by default with on-site where the role calls for it.

Software Engineering

Backend, frontend, full-stack, mobile and embedded engineers. Python, Go, Java, TypeScript, .NET, Rust, Swift, Kotlin.

Cloud, DevOps & Platform

AWS, Azure, GCP, Kubernetes, Terraform, GitHub Actions. SREs and reliability engineers for production-grade systems.

Data Engineering

dbt, Snowflake, Databricks, BigQuery, Airflow, dagster, Kafka, Spark. Data and analytics engineers.

Data Analytics & BI

SQL, Looker, Tableau, Power BI, Mode. Revenue, marketing and product analytics specialists.

AI / ML & Applied AI

Data scientists, ML engineers, MLOps, LLM / RAG specialists, NLP and computer vision.

Cybersecurity

AppSec, cloud security, IAM, SOC, detection & response, GRC. SOC 2, HIPAA, FedRAMP, PCI familiar.

Product Management

PMs across B2B SaaS, fintech, consumer, healthtech, developer platforms. Senior to head-of-product.

Design & UX

Product designers, UX researchers, UI / visual designers, design system leads, content designers.

QA & SDETs

SDETs, manual QA, performance engineers. Cypress, Playwright, Selenium, k6.

Engineering Leadership

EMs, senior EMs, directors, heads of platform, heads of data, VPs of engineering, CTOs.

Sales & Solutions Engineering

SEs, solutions architects, customer engineers, partner engineers for SaaS, infra and AI vendors.

Developer Relations

DevRel engineers, advocates, technical writers, documentation engineers, developer content marketers.

Why teams switch to us

The recruiter that actually reads the spec.

Most agencies optimise for résumé volume. We optimise for the technical and cultural bar you set on the intake call. The difference shows up in interview-to-offer ratios.

Engineering-led screening

We screen on the actual stack, the actual seniority and the system-design conversation, not keyword bingo. Mismatches get flagged before they reach you.

Sponsorship clarity at intake

Every candidate is captured at: USC, GC, GC-EAD, H1B current, H1B transfer, H4-EAD, TN, OPT, OPT-STEM, L1, L2-EAD. If your policy is no sponsorship, we filter accordingly. No offer-stage surprises.

5-day median shortlist

Most reqs receive their first vetted, ranked shortlist inside a working week. Niche senior (staff-plus, heads of platform) take 10-14 days, flagged upfront.

USD comp benchmarks

Every shortlist is benchmarked against current US base, bonus and equity data by city tier (SF/NYC/Seattle vs Austin/Boston/Denver/DC vs Tier 3 and remote-anywhere).

Flexible engagement

W2 permanent, W2 contract, contract-to-hire, or corp-to-corp where your vendor framework allows it. We adapt to your hiring model.

One recruiter, end to end

The same recruiter handles intake, sourcing, screening, offer support, onboarding and 90-day follow-up. No queue, no team inbox.

How an engagement runs

From kickoff to signed, properly run.

A clear three-step process built for the niche we serve, not generic recruitment.

Kickoff and intake

A 30-45 minute call. We capture the stack, the seniority bar, the must-haves, the comp band in USD, the location and remote policy, the sponsorship policy and the timeline. You receive a written intake to confirm.

Source, screen, rank

We approach our network and active candidates, screen technically and culturally, verify location and work-authorisation, and rank. Three to six candidates per shortlist with our written notes on each.

Loop support and offer

We coordinate your interview loop, manage candidate feedback, handle counter-offer pressure, and structure the offer. Background-check and reference logistics on us. We check in on day 7, 30 and 90.

Common questions

Questions buyers ask before engaging.

Are you a generalist agency that happens to do tech, or a tech specialist?

Tech specialist. Our entire desk is software engineering, cloud / DevOps, data, AI, security, product and design. If you ask us for a generalist sales hire or a clinical role, we will refer you out.

How quickly can you deliver a shortlist?

Median is 5 working days from kickoff to a tight, ranked shortlist of three to six candidates. Niche or senior reqs (staff-plus engineering, heads of platform) usually take 10-14 days. Backfill and urgent reqs flagged on day one move to the top of the desk.

What stacks and seniorities are in scope?

Junior through staff-plus and engineering leadership. Stacks include Python, Node / TypeScript, Go, Java / Spring, .NET, Ruby on Rails, Swift, Kotlin, Rust, plus React, React Native, iOS and Android. On the platform side: AWS, Azure, GCP, Kubernetes, Snowflake, dbt, Databricks, Kafka, plus security and data platforms.

How do you handle visa sponsorship?

Every candidate’s work-authorisation status is captured before they reach you: USC, GC, GC-EAD, H1B current, H1B transfer, H4-EAD, TN, OPT, OPT-STEM, L1, L2-EAD. If your policy is no sponsorship, we filter for USC / GC / GC-EAD / TN only. If you sponsor, we surface candidates who fit the role and the policy.

Do you place W2 perm, contract, or both?

Both. We staff direct-hire W2 perm, W2 contract via our payroll, and contract-to-hire. For staff augmentation with established vendors we can also work corp-to-corp.

What does comp benchmarking look like in practice?

For every shortlist we calibrate against current US-market base, bonus, equity and total-comp data, segmented by city tier (Tier 1: SF / NYC / Seattle, Tier 2: Austin / Boston / LA / Denver / DC, Tier 3 and remote-anywhere) and seniority. If your band is below market for the stack, we flag it before sourcing.

What if a placement doesn’t stick?

Every permanent placement carries a free replacement period. If the hire leaves or is dismissed within the agreed window, we re-run the search at no charge. Window is usually 90 days, longer for senior or staff-plus placements.

What information do you need to start a search?

A JD (or rough notes), the stack and seniority, comp band in USD, location / remote policy, sponsorship policy, target start date, and one decision-maker we can speak to. We build the rest of the intake on a 30-45 minute call.