IT & Tech Recruitment

Senior engineering hires for teams that build, not just maintain

We close hard senior+ vacancies for technology teams of 50-300 people. Backend, ML, embedded, mobile, DevOps, tech leadership. No CV spray — calibrated outreach against a target donor map. Relocation support across EU, CIS, Israel, Cyprus.

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What we close

Senior+ engineering hires for product and R&D teams. We focus on roles where standard inbound channels stop producing, or where the technical signal needs careful filtering.

Senior developers

Python, Go, Kotlin/Swift, JavaScript (React, Vue, Svelte), C++, Rust. Backend, frontend, full-stack and platform.

ML engineers

Classical ML, deep learning, computer vision, NLP. Including ML platform and infrastructure roles.

Embedded / FPGA

Firmware, microcontroller, real-time systems, FPGA design — including narrow combinations like FPGA + signal processing or embedded + safety-critical.

DevOps / SRE / Platform

Kubernetes, Terraform, observability stacks, incident response culture, multi-cloud setups.

Mobile

iOS (Swift), Android (Kotlin), React Native, Flutter. Team-lead and individual contributor roles.

Tech leadership

Team leads, engineering managers, principal engineers, fractional CTOs, heads of platform.

How our process is different

We don't run a resume-spray operation. We build a target map, do calibrated outreach, and structure technical screens so you can trust the signal.

1 · Environment scan

One structured interview with the hiring manager + analysis of team artefacts. The output: a passport of how the team actually works — tempo, autonomy, communication, decision-making.

2 · Donor map

50–200 companies where engineers with the right combination of stack + context are likely to be. Not just "type your stack into LinkedIn".

3 · Calibrated outreach

Personalised first message that respects the candidate's time. Conversion rate to first call: 25–40%, versus 5–10% for spray approaches.

4 · Structured screening

Live-coding with reverse engineering, pet-project walkthroughs, paired "why" reasoning. Each technical claim is anchored to a specific moment in the conversation.

5 · Offer support

We sit between you and the candidate during the final 48 hours. Most lost candidates are lost there — not at the technical interview.

6 · Onboarding hand-off

Brief for the line manager: what to watch in the first 30/60/90 days. Reduces first-year departures by 30–50%.

Frequent questions

Which IT roles do you close?
Senior and middle developers (Python, Go, Kotlin, Swift, JavaScript frameworks, C++, Rust), ML engineers, data engineers, embedded and FPGA specialists, DevOps and SRE, mobile developers, tech leads and engineering managers. Focus: technology teams of 50-300 people.
How long does a senior+ search take?
Senior on a popular stack — 8 to 14 weeks from kickoff to outgoing offer. Rare combinations (for example ML + a specific domain) — 12 to 20 weeks. We give a realistic range upfront, based on the donor company map.
How do you assess candidates technically?
We do a structured screen with linguistic markers for motivation, decision context and prior experience. The technical interview itself is run by a tech lead consultant in your stack. We don't ask textbook questions — only situational cases.
Do you support relocation?
Yes. We coordinate with EU, Cyprus, Israel, UAE, Turkey, Georgia, Armenia, Kazakhstan relocation providers. We pre-validate visa eligibility, coordinate with families, and tighten the offer-to-arrival timeline.
Do you work with remote-only teams?
Yes — we are remote-first ourselves. We handle distributed teams across timezones, async culture, candidate-side tax jurisdictions and language constraints.
What guarantees do you provide?
Standard: free replacement search if the hire leaves within the first 3 months for reasons not caused by role changes from your side. We fix the terms in the contract before any work starts.
What's the commission?
Managed research — 18-22% of annual gross. Exact number depends on role difficulty and contract exclusivity. No upfront fees — billed on candidate start date.

Ready to discuss your hiring needs?

60-minute call, no obligation. We'll tell you if and how we can help.

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