Technology and Software Recruitment
Search for product engineering organisations: software and platform engineering, data and machine learning, security, and the product leadership that sits over them.
Job titles in technology have inflated to the point of being unreadable. A "Senior Engineer" at one company is a team lead at the next and a mid-level contributor at a third. Screening on title, years of experience, or a keyword match against a job description is why so many technical pipelines produce interviews that go nowhere.
We qualify on evidence instead: what the person actually built, the constraints they built it under, what they owned end to end, and what broke. That is a longer conversation per candidate and a much shorter interview loop for your engineers.
What a technology & software search actually looks like
Remote comparability sets the price
Strong engineers benchmark against what they could earn remotely, not against your local market. If the compensation structure does not survive that comparison, the search stalls no matter how good the outreach is. We surface that at briefing stage.
Process speed is part of the search
A five-stage loop spread over six weeks loses the candidates you most wanted. We manage the sequencing, keep candidates warm between stages, and tell you when your process is the bottleneck.
Mission and engineering culture are screening criteria
Senior engineers interview you back. What you are building, how decisions get made, and what the on-call reality is will decide the offer as much as the number does. Those answers belong in the first approach, not the final stage.
Where these hires go wrong
We would rather argue with a brief than deliver a shortlist against one that cannot work. These are the failure modes we raise at the briefing stage.
- Writing a requirements list that no single person satisfies, then blaming the market.
- Treating a take-home exercise as free screening. Senior candidates with options decline it, and you filter for availability rather than quality.
- Hiring a manager when the team needs a principal engineer, or the reverse. We push back on the brief when the role is mis-specified.
Other sector practices
Would rather run the process yourself? Post the role and screen applicants with our software.
Start a technology & software search
Send us the brief: the role, the level, the market and the timeline. A search consultant reads it and comes back to you personally.