The roles your team has been trying to fill for three months: cloud, platform and security specialists, sourced and technically screened.
Permanent hiring for the infrastructure and security roles that do not close on their own. We work a small number of searches at a time, and the technical assessment on every shortlisted candidate is done by our own engineer — not a keyword match.
Discuss a role What we recruit
Three ways to buy it
Partner Search — default
18% of the agreed first-year base salary, plus an engagement payment of€1,500 (Ireland) / £1,250 (UK) at kick-off, fully credited against the final fee. It buys search capacity; it is not an extra charge.
30-day preferred search — we are the only supplier working the role in that window.90-day replacement guarantee.
Flexible Search
22%, no upfront payment, non-exclusive, no hire — no placement fee. Used selectively, and we may decline a role we cannot influence.
60-day replacement guarantee.
Retained Search
25%, payable in thirds: at engagement, at the agreed shortlist milestone, and on placement. For principal, architect and genuinely scarce roles.
120-day replacement guarantee.
Fees are calculated on the agreed first-year base salary only — excluding bonus, equity, car allowance and employer contributions. VAT: reverse charge for EU business clients.
What the client gets in Partner Search
- Kick-off call within 2 days — role calibration, with must-haves capped at five genuine requirements. If the list keeps growing, the search does not work; we say so.
- Market mapping in the first week — who else employs this profile, who is available, what competing offers look like.
- Active sourcing — direct search and our own network, not reposting your advert.
- Recruiter screen, then technical screening by our own engineer before anything reaches your interview process.
- Candidate evidence pack per shortlisted person: profile, CV, what we verified, the questions we asked and the answers, availability, rate or salary expectation, languages, work authorisation where relevant, our recommendation and the risks we found.
- Salary and rate feedback — what the market will actually accept, early enough to act on.
- Weekly written update — who we approached, who answered, what we found.
- Shortlist within 10 working days, assuming a realistic band and at most five must-haves. If the brief changes, the clock restarts and we confirm that in writing.
- Interview, offer and feedback support until the person starts.
The guarantee, plainly
If the candidate leaves or is dismissed for cause within the guarantee period, you get a free replacement or a pro-rata refund of the placement fee, provided: you paid on time; the role and responsibilities match what we agreed; you told us within 5 working days of the exit; the issue was not known before the start; and you let us try to replace first. The engagement payment is not refundable — it paid for search work already done.
When we say no
We decline when the salary band is unrealistic for the market, when must-haves exceed five or keep changing, when the role has already been spread across many agencies, when feedback loops are slow, or when it is unclear who hires. Declining is part of the model: a search we cannot influence is nobody's interest.