The technology disciplines we hire for every week. Every desk is stack-fluent and staffed by recruiters who understand the roles they are filling.
Depth beats breadth in technology recruitment. We stay within our lanes so we can hire faster and better than a generalist ever will.
Backend, frontend, full-stack, mobile and embedded engineers. Python, Go, Java, TypeScript, .NET, Rust, Swift and Kotlin. Junior through staff-plus.
AWS, Azure, GCP, Kubernetes, Terraform and GitHub Actions. Site reliability engineers and platform engineers for production-grade systems.
dbt, Snowflake, Databricks, BigQuery, Airflow, Dagster, Kafka and Spark. Data platform and analytics engineers.
Data scientists, business analysts, ML researchers, and analytics leaders. SQL, Python, dbt, Looker, Tableau, Power BI and Mode.
ML engineers, applied research, MLOps, LLM and RAG specialists, NLP and computer vision. From individual contributor to head of ML.
AppSec, cloud security, IAM, SOC, detection and response, GRC. SOC 2, HIPAA, FedRAMP and PCI compliance backgrounds.
PMs across B2B SaaS, fintech, consumer, healthtech and developer platforms. Associate through head of product.
Product designers, UX researchers, UI and visual designers, design system leads and content designers.
SDETs, manual QA, performance engineers. Cypress, Playwright, Selenium, k6 and CI-integrated test infrastructure.
Engineering managers, senior EMs, directors, heads of platform, heads of data, VPs of engineering and CTOs.
SEs, solutions architects, customer engineers and partner engineers for SaaS, infrastructure and AI vendors.
DevRel engineers, developer advocates, technical writers, documentation engineers and developer content leads.
Salesforce developers, administrators, architects and CRM specialists across the major CRM platforms.
PMMs, technical marketers, competitive intel and positioning leaders for developer, infrastructure and AI products.
Technical programme managers, engineering programme managers and delivery leaders for complex cross-team initiatives.
The niche changes the timing and the screen, but the workflow stays consistent. Whether the brief is a junior engineer or a VP of Engineering, we follow the same steps so nothing slips.
We arrive at the kickoff ready. We already know the niche, the seniority bar, the comp realities and the passive market. We will not waste your intake asking basics.
Every shortlist is benchmarked against current US-market base, bonus and equity data, segmented by city tier (Tier 1 SF / NYC / Seattle, Tier 2 Austin / Boston / LA / Denver / DC, Tier 3 and remote-anywhere) and seniority. Light bands get flagged before sourcing.
Three to six candidates per brief, properly vetted, with written notes. Work-authorisation, references and current comp confirmed before introduction. We rank, we do not just send.
We coordinate the interview loop, manage candidate feedback, handle counter-offer pressure and structure the offer. We check in on day 7, 30 and 90 to make sure the placement sticks.
Anything that is not a technology role. If you ask us for a generalist sales hire or a clinical role, we will refer you out. Depth of focus is why our shortlists arrive faster and better matched than a generalist desk can manage.