About Dream Chase Technology

Why we exist

Generalist recruitment agencies that "do some tech on the side" produce the same outcome over and over: keyword-matched CV blasts, interview slots wasted on candidates who cannot pass a basic system-design conversation, work-authorisation questions raised at offer stage instead of intake, and a different recruiter on every email. The search stalls, the hiring manager loses patience, and the agency starts over.

Dream Chase Technology was set up to do the opposite. We are a specialist desk: software engineering, cloud and platform, data and AI, cybersecurity, product and design. Every recruiter on the team has run hundreds of stack-specific vacancies and knows the difference between a senior Python engineer and a staff one, between dbt and Airflow, between AppSec and GRC. We screen on the actual bar you set, not on keywords.

What we do, plainly

We place technology talent for US employers. Engineering, cloud and DevOps, data, AI and ML, cybersecurity, product management, design and engineering leadership. Direct-hire searches, retained for senior and executive-level roles. One partner accountable end to end, from intake through onboarding follow-up.

How we vet

Every candidate on a Dream Chase shortlist goes through the same standard:

• Work-authorisation confirmed at intake (USC, GC, GC-EAD, H1B current or transfer, TN, OPT, OPT-STEM, L1 and L2-EAD)
• Technical screen against the actual stack, seniority bar and system-design bar you defined
• Cultural and motivational screen tailored to your team and the hiring manager’s standards
• Current comp validated in USD against city-tier benchmarks
• Location, remote policy, notice period and start-date realism
• Reference readiness and background-check readiness before introduction
• For senior and staff-plus roles: scoped case discussions and back-channel references

Every shortlist arrives with our written notes on each candidate. If we cannot articulate why a candidate matches the bar, we do not send the CV.

Who we work with

Our clients include founder-led startups, Series A through IPO-stage companies, PE-backed portfolio companies and enterprise technology teams across the United States. Hiring managers, engineering leaders, heads of talent and CEOs who would rather invest 45 minutes in a good intake than three weeks cleaning up a bad one.

How we think about a placement

A successful placement is not a signed offer letter. It is the moment 12 months later when the new hire is still there, the team trusts them, the manager has stopped thinking about replacement, and the roadmap is shipping. That is the only outcome that matters, and the only one we measure ourselves against.

Our standards

• Engineering-led screening. If we cannot articulate why a candidate matches the bar, the CV does not leave our desk.
• Tell the truth. If a comp band is light for the stack or the brief is unrealistic, we say so before we start sourcing.
• One recruiter accountable. Same person from intake through onboarding follow-up. No queue, no team inbox, no handoffs.
• Confidentiality by default. No naming clients or candidates outside the search. Approaches to competitors are coordinated upfront.
• Stand behind the work. Replacement guarantee on every direct-hire placement. No clawback games.

Want to talk?

Use the contact form and we will come back within one business day. We are available Monday to Friday, 8am to 8pm.