Shortlists built by people who have done the work.
We place contract, permanent and fractional talent in ServiceNow, SAP, cloud, data and enterprise applications. The person who screens your candidates has worked in that technology.
The Brief
We ask what the job really involves. The team, the tools, the budget and the deadline.
The Market Read
We tell you what this skill costs today where you are hiring, and if your budget is too low to fill it.
The Screen
We interview each person about work they have really delivered, not what the CV claims.
The Shortlist
You get people who are available, priced and ready to interview. Usually within 24 to 48 hours.
Why We Exist
Recruiters Who Have Done The Job
A shortlist should come from someone who can tell a real practitioner from someone who has only read about the work.
Most agencies match on keywords. Someone who has never sat in a discovery workshop cannot tell whether a CV describes real delivery or a training course, so the risk lands on your interview panel instead.
We do that screening first, before anything reaches you. It is slower for us and faster for you.
Most Agencies
- Twelve CVs matched on keywords, nobody spoken to
- You find out the budget is unworkable three weeks in
- A different account manager on every call
- Silence when the answer is no
With EZAI
- A short list we can defend name by name
- An honest read on the market on day one
- One person, first call to signed contract
- An answer either way, including the no
What We Cover
The roles generalist agencies come back empty on.
Deep coverage in a few technologies rather than thin coverage in all of them.
The Whole Platform, Not Just ITSM
Architects, technical consultants, developers, business analysts and platform owners. We judge people on what they have implemented, not on certifications alone. A certificate proves someone passed an exam. It does not prove they have survived a rollout.
- CMDB and Discovery on estates where the data was already a mess
- IRM and GRC for regulated clients who get audited on it
- ITOM, HRSD and SPM beyond the demo configuration
Functional And Technical SAP
S/4HANA transformations, country rollouts, and the support work that keeps a large estate upright. We know the difference between someone who has done three greenfield builds and someone who has done three go-lives under pressure.
- Program roles for transformation and migration waves
- Steady-state roles where continuity matters more than pace
- Technical depth in ABAP and BTP, not just functional cover
Engineering And Modernization
Backend and full stack engineers, tech leads and architects, plus the mainframe skills that get scarcer every year. On most modernization programs the hardest hire is the person who can read the old system and design the new one.
- Java and Spring engineers, leads and architects
- Mainframe modernization including COBOL, JCL and DB2
- Migration and refactoring, not just lift and shift
More Titles Than Practitioners
Applied AI is where CV inflation is worst right now. We ask people to walk us through something they shipped, end to end. The same applies to the cloud and data roles that sit around the core estate.
- GenAI engineering judged on shipped systems, not prototypes
- Data platform and integration roles around the core estate
- Cloud engineering and enterprise architecture
Engagement Types
Not every hire is a permanent one.
Five shapes, the same screening behind all of them, and one agreement covering the lot.
Contract
Day rate contractors for a defined piece of work. Most of what we do.
Permanent
Full-time hires you pay for only when someone actually starts.
Contract-To-Hire
Start on contract, convert later. Useful when a role is still taking shape.
Fractional And Interim
A senior person for part of the week, or a fixed stretch to cover a gap.
Delivery Pods
A small built team when what you need is capacity, not a headcount.
Every Region We Cover
Any of the five, onshore, offshore or nearshore, on the same paperwork.
For Clients
A List You Can Act On
- A shortlist in 24 to 48 hours on hard roles
- A straight answer on what the market really pays, including when your budget is too low
- Onshore, offshore and nearshore on one agreement
- The same person from first call to signed contract
For Candidates
The Rate Before The First Call
- A real description of the client, the team and the work
- An answer either way, including when it is a no
- We stay in touch after you start, because the next contract matters too
- You know what you earn and what we make
Where We Deliver
Canadian Head Office, Four Regions
We recruit across India, Asia, Europe and Latin America. That spread is what makes onshore, offshore and nearshore a real choice rather than a line on a slide.
How We Charge
Four models, and you pick the one that fits.
Whichever one you choose, the number is agreed and written down before anything starts.
Percentage Markup
An agreed percentage on top of the contractor's pay rate. The usual model for ongoing contract volume.
Fixed Markup
A set amount per hour on top of the pay rate, for startups and early-stage teams where a flat number matters more than anything.
Contingent
A percentage of first-year salary, invoiced when your hire actually starts. No fee if nobody starts.
Retained
For C-level and architect searches. Staged fees against agreed milestones rather than a race with three other agencies.
Tell us about the role.
Send us the requirement and we will come back with an honest read on the market and a shortlist you can act on.