Clear, owned outputs.
- A calibrated role specification
- Technical screening notes for each candidate
- Outreach messaging that describes the work accurately
- Shortlist and interview coordination
- Market feedback summary
Technical candidates can tell quickly whether a recruiter understands their work. Technical recruitment needs people who can read a stack, ask the right questions and explain a role in terms engineers care about. Our team works closely with our cloud and AI practices, so we understand the roles we recruit for.
The problems Technical Recruitment solves.
Specialist search for engineering, cloud, data and AI roles with informed screening.
Job descriptions list every technology instead of the skills that matter.
Candidates drop out because the role was pitched poorly.
Screening misses the difference between using a tool and mastering it.
Specialist roles in data, cloud and AI are scarce.
What Technical Recruitment covers.
Role calibration
Separating essential technical skills from preferences.
Technical screening
Informed conversations about real projects and decisions.
Engineering-friendly outreach
Explaining the stack, the problems and the team honestly.
Specialist networks
Communities and events where technical talent gathers.
Assessment design
Helping design fair, relevant technical exercises.
Market feedback
What candidates say about your role, process and offer.
Matching the role to the right technical profile.
"Senior developer" can describe very different people. We pin down what the role needs before searching, so screening has something to measure against.
| What we check | Why it matters |
|---|---|
| Stack and version | Languages, frameworks and platforms that matter — and which can be learned on the job. |
| Scale and context | Start-up product, enterprise system, regulated environment: the same skills look different in each. |
| Seniority signals | Ownership of design decisions, mentoring and production responsibility, not years of experience alone. |
| Assessment method | Take-home task, pairing session or technical interview — chosen to suit the role and respect candidates' time. |
| Market reality | Whether the compensation and location match where these people are, before the search starts. |
Why it's worth it.
Higher signal
Candidates are screened on real technical depth.
Better candidate experience
Engineers get accurate information and respect for their time.
Informed hiring managers
Clear notes make interview decisions easier.
When Technical Recruitment is the right move.
- Hiring data engineers or ML engineers for a new platform.
- Building a cloud platform team.
- Replacing a senior engineer with rare skills.
Technologies & platforms
- Python
- Java
- Go
- React
- AWS
- Azure
- Databricks
- Spark
- Terraform
- PyTorch
How Technical Recruitment work runs.
- 01
Intake
Role, skills, team, compensation range, location, timeline and interview process agreed.
- 02
Source
Targeted search across our network, job boards, communities and direct outreach.
- 03
Screen
Structured screening against the brief before any profile is shared.
- 04
Present and interview
A short, explained shortlist and coordinated interviews.
- 05
Offer and onboard
Offer support, start-date coordination and check-ins after the start.
Technical Recruitment questions.
Do your recruiters have technical knowledge?
Our recruiters are trained on the roles they cover and work with colleagues in our cloud, data and AI practices for specialist calibration.
Can you help us write a better job description?
Yes. We'll help you focus on the problems the person will solve and the skills that genuinely matter, which usually attracts stronger candidates.
Do you run coding tests?
We can coordinate practical assessments designed with your team. We recommend keeping them relevant and time-limited out of respect for candidates.
Talk to us about technical recruitment.
Tell us about the role — skills, location, timeline and budget range — and we'll reply with how we would run the search.