For Clients
Send us the role that nobody has filled.
Give us the requirement your current suppliers have been sitting on. Within a day you will know whether it can be filled at the budget you have set, and what it takes if it cannot.
What You Get
A short list, and the truth about your budget.
A Shortlist In 24 To 48 Hours
We have spoken to every person on it, confirmed they are available, and agreed their rate. If we cannot explain why someone is on the list, they are not on it.
An Honest Read On Pay
What this skill really costs today, where you are hiring. If your budget is below the market you hear it on the first call, not three weeks into a silent search.
One Agreement
Onshore, offshore and nearshore under a single contract. Move a role between them without new paperwork.
Screened On Real Delivery
We judge people on what they have implemented, not on certifications alone. Your panel spends its time on fit instead of finding out the experience was not real.
One Person Throughout
The same person runs your search from first call to signed contract. Nobody hands you to a delivery team that was not in the briefing.
Compliance Handled
Contracts, right to work and onboarding sorted before the start date, in every region and every delivery model.
Ways To Hire
Five ways to bring people in.
Same screening every time. The difference is the shape of the engagement and how you pay for it.
Contract
Day rate contractors for a defined piece of work. This is most of what we do, across all four regions, on either a percentage or a fixed markup.
Permanent
Full-time hires in the same practices, on a contingent fee. You pay a percentage of first-year salary only when your hire actually starts.
Contract-To-Hire
Start someone on contract and convert them later. Useful when the role is still taking shape or when the budget line has not been signed off yet.
Delivery Pods
A small built team rather than individual placements, when what you actually need is capacity. Onshore, offshore, nearshore or a mix.
Fractional And Interim
A senior person for part of a week or a fixed stretch, instead of a permanent hire. See below.
Fractional And Interim
Senior People, Part Of The Week
Not every organization needs a full-time CIO, and very few can find a platform architect at short notice. Fractional hiring gets you the seniority without the permanent headcount.
Typical shapes are one or two days a week on a rolling retainer, a fixed block of weeks to cover a gap, or a short engagement to get a decision made and a plan written. Because these are senior and scarce, we usually run them retained rather than racing three other agencies.
Fractional Leadership
CIO, CTO, Head of Platform, Head of Data and program directors, on a few days a month.
Architects On Retainer
Enterprise, platform and solution architects for design authority and review, without a full-time seat.
Interim Cover
A gap, a leave, a resignation at the wrong moment, or a program that needs a steady hand until it lands.
The Screening
Volume Is Easy. Judgment Is The Work
A database search returns four hundred people in a second, and not one of them has agreed to anything. Everything that matters happens after that, and it is the part most agencies skip because it does not scale.
By the time a name reaches you it has been through a technical conversation with someone who has done that job.
The First Two Days
From briefing to shortlist.
On most hard roles this is a two-day cycle. Where it takes longer you hear why on day one instead of watching a search go quiet.
Intake
Thirty minutes on the real work, the team and the constraints. We push back here if the brief and the rate disagree.
Network First
We start with people we already know before we touch a database. Most placements come from here.
Screening Calls
Technical conversations, not keyword checks. Availability and rate confirmed on the call.
The Shortlist
Profiles with a note on why each one is there and where the risk sits. Or a straight answer that the role is not findable at that rate.
Interviews And Offer
We book the interviews, chase the feedback, and handle the money conversation openly with both sides. Nobody negotiates in the dark.
Onboarding And Check-Ins
Contracts and start dates handled, then we check in through the first weeks and stay in contact for the whole engagement. Problems reach you early rather than at renewal.
Roles We Fill
Where our depth actually is.
We would rather tell you a role is outside our coverage than take the brief and waste a month of your time.
ServiceNow
Platform architects, technical consultants, developers, business analysts and platform owners across ITSM, CMDB, ITOM, HRSD, SPM, IRM and GRC.
SAP
Functional and technical consultants, solution architects, program leads and Basis, across S/4HANA transformations and steady-state support.
Engineering
Java and full stack engineers, tech leads, DevOps and enterprise architects for large application estates.
Mainframe
COBOL, JCL and DB2 specialists, migration leads and the analysts who can document a system nobody has documented.
AI And Data
GenAI and LLM engineers, data engineers, MLOps and platform people, judged on what they have shipped.
Leadership
Programme directors, delivery managers and fractional or interim leadership across all of the above.
Worth Knowing
We tell you when the answer is no.
Budget Too Low
You hear it in the briefing call, not after a month of silence.
Outside Our Practices
We decline rather than take the brief and hope something turns up.
Candidate Drops Out
You find out the same day, with a replacement already being worked.
The Market Moved
You get the evidence and a revised plan, not an excuse.
Send us the role your other suppliers gave up on.
Tell us what you need and we will come back with a straight read on the market, and a shortlist inside two days on most searches.