Contract
Capacity for a defined period – a delivery push, a migration wave, a parental leave cover. Rates agreed up front, no surprise mark-ups.
Services
Technical people, screened properly, delivered quickly
Contract, contract-to-hire and permanent hiring across development, data, cloud and infrastructure roles.
Staffing goes wrong in predictable ways: volume of CVs mistaken for quality, screening done against keywords instead of skill, and no honesty about who is actually available. We work the other way round.
How we engage
Contract to hire
A defined trial period on contract before conversion. Useful when the role is new and the specification is still moving.
Permanent
Direct hire with a replacement guarantee. Slower and more selective, because the cost of the wrong permanent hire is much higher.
How we screen
- 01
Understand the actual role
Not the job description – the work. What will this person do in week one, and what does good look like in month three.
- 02
Source
Our own network and database first, targeted search second. We tell you which, and we tell you if the market for that skill is thin.
- 03
Technical screen
A working assessment relevant to your stack, reviewed by someone who does the job. Not a quiz.
- 04
Shortlist, honestly
Three or four candidates with a written view on each, including the reservations. If we only found two who are genuinely good, we send two.
- 05
Onboard and follow up
Check-ins at week one and month one. If it is not working, we would rather know early and fix it.
Roles we place most often
Application developers across Java, .NET, Python and JavaScript stacks. Data engineers and analytics developers. Cloud and platform engineers. Database administrators. Infrastructure and network engineers. QA and automation engineers. Service desk and support analysts. Project and delivery managers.
Need capacity faster than you can hire it?
Tell us the role and the deadline. We will tell you honestly whether it is achievable.