Information technology
Engineers who have shipped it before.
Software, data, cloud, security, service desk and ERP. One specialist for a programme, a pod around a workstream, or a blended onshore and offshore team under one contract.
- 6 disciplines
- from software and data through cloud, security, support and ERP
- 200+ consultants
- on assignment with our clients at any one time
- Onshore or offshore
- delivery from the United States, from India, or a blend on one contract
Information Technology
The stack decides the shortlist.
We recruit across software engineering, data and analytics, cloud and infrastructure, cybersecurity, IT support, and enterprise applications including SAP, Salesforce and ServiceNow.
Technology hiring goes wrong when a job title is treated as a specification. A backend engineer on a Java monolith and one on event driven Go are not substitutes, and neither is a cloud engineer who has only ever inherited someone else's Terraform.
So we screen on the stack, the scale and what the person actually owned. And where work travels well, we will say so: much of build and support runs perfectly from our India teams, while incident response and stakeholder heavy roles do not.
Disciplines
What we actually recruit for.
Pick one and you get what they actually produce, the seniority we fill, and the tools and standards a screen has to cover.
Services, APIs and interfaces, plus the tests and pipelines that let somebody else change them safely.
- Seniority we fill
- Mid level engineer through to principal and engineering manager
- Tools
- JavaC#.NETPythonNodeReactTypeScriptGo
- Standards
- Code review disciplineCI/CDTest coverage expectations
Services, APIs and interfaces, plus the tests and pipelines that let somebody else change them safely.
- Seniority we fill
- Mid level engineer through to principal and engineering manager
- Tools
- JavaC#.NETPythonNodeReactTypeScriptGo
- Standards
- Code review disciplineCI/CDTest coverage expectations
The vocabulary
What we recruit against.
The vocabulary a technical screen has to be conducted in. Tell us your stack and we will tell you honestly how deep our bench is in it.
Languages and frameworks
- Java
- C#
- .NET
- Python
- Node
- TypeScript
- React
- Go
- Spring
Cloud and platform
- AWS
- Azure
- GCP
- Kubernetes
- Terraform
- Docker
- Ansible
Data
- Snowflake
- Databricks
- dbt
- Airflow
- Kafka
- SQL Server
- Postgres
- Power BI
Security and operations
- Splunk
- Sentinel
- CrowdStrike
- Okta
- ServiceNow
- Datadog
Credentials we verify
- AWS Solutions Architect
- Azure Administrator
- CISSP
- Security+
- CCNA
- ITIL
Built it, ran it and inherited it are three different engineers, and a job title calls all three of them the same thing.
Screening
How we screen a technologist.
Technical screening by a recruiter has a ceiling, and we work within it honestly. What we can do is establish scope, stack and ownership precisely, so your engineers only interview people worth their time.
- 01
Stack and scale, not job title
Which languages and platforms, at what volume, and whether the person built it, ran it or inherited it. Those are three different engineers.
- 02
Ownership evidenced
What did you own end to end, what broke, and what did you change afterwards. Specific answers separate builders from passengers quickly.
- 03
A technical screen we did not write alone
For specialist roles we ask your engineering lead for two or three questions and their expected answers. It takes them ten minutes and it lifts the shortlist noticeably.
- 04
Work seen where possible
A repository, a design document, an architecture diagram. Not a take home test that costs a candidate a weekend.
- 05
A reference from a technical lead
The person who reviewed their pull requests or their designs, not an HR contact confirming dates.
Straight answer
Where the market is actually tight.
What our recruiters see running these searches. Experience rather than a promise.
| Role | What the market looks like | Realistic shortlist |
|---|---|---|
| Service desk and support | Deep pool in most markets, and the fastest technology desk to fill. | Days to a week |
| Business and data analysts | Available. SQL depth and domain knowledge separate them, not tooling. | About a week |
| Full stack engineers | Competitive but liquid. Stack specificity is what narrows it. | Two to three weeks |
| Data engineers | Tight. Genuine pipeline ownership at scale is scarcer than the resumes imply. | Three to four weeks |
| Cloud and platform engineers | Tight, particularly people who have built a landing zone rather than operated one. | Three to four weeks |
| Security engineers with clearance or SOC depth | The hardest technology hire we run, and the most heavily counter offered. | Four to six weeks |
Rate has more leverage in technology than in any other industry we staff. If a search is stalling, the band is usually the reason, and we will say so.
Shapes
Three shapes this usually takes.
Technology demand is rarely one vacancy. These are the three shapes we see most.
One specialist
A single engineer for defined work.
- When it fits
- A migration, a backfill, a skill you need for one phase of a programme.
- The arrangement
- Contract or contract-to-hire, three to twenty four months.
A pod
A small team that works together on one outcome.
- When it fits
- A product workstream, a data platform build, a security remediation programme.
- The arrangement
- Contract, with a lead of ours where you want one.
Blended delivery
Onshore and offshore working as one team.
- When it fits
- Long programmes where build and support can run overnight and stakeholder work stays local.
- The arrangement
- Project and team staffing on a single contract and one point of contact.
Before you call
What to have ready before you call.
None of this needs writing up. Knowing it is what makes the first shortlist usable.
- The stack, honestly, including the parts nobody enjoys maintaining
- Whether the person builds, runs or inherits, and who reviews their work
- Scale: users, data volume, transaction rate, whatever actually applies
- On site, hybrid or remote, and whether time zone overlap is required
- Clearance, right to work or compliance constraints
- The rate band you can approve, because in technology it moves the market more than anything else
Open roles
A sample of information technology roles we fill.
Questions
Before you call.
Within limits, and we work inside them honestly. We establish stack, scale and ownership precisely, and for specialist roles we ask your engineering lead for two or three questions with expected answers. It takes them ten minutes and it noticeably improves the shortlist.
Hiring technologists?
Tell us the stack, the scale and whether the work can run offshore. You will get a straight answer on the market, including when the rate band is the problem.