We find full-stack engineers who ship, who work with AI coding tools instead of fighting them, and who thrive without a big-company safety net.
The strongest full-stack engineers already have jobs and a full inbox. You cannot post your way to them, and a generalist recruiter cannot tell a senior from a senior in title only.
The bar has also moved. The engineers worth hiring now use AI coding tools to move faster, not as a crutch. Screening for that, and for the judgment to know when to trust the output, is its own skill.
Java, front and back end, web services, and the frameworks around them have been this team's staffing focus for years, long before every firm called itself a technology recruiter.
Our roots are in technical recruiting and STEM staffing, so we vet for what an engineer can actually build, not keywords on a resume.
We look for engineers who use AI coding tools to move faster and still own the quality of everything they ship.
We back placements with coaching and a six-month guarantee, and we know how to move a passive engineer from interested to signed.
Titles inflate fastest in engineering. Without someone who can evaluate real work, the interview rewards confidence and vocabulary instead of the ability to build.
Years of accumulated must-haves turn one role into an impossible profile. Strong candidates read it and move on, and the search stalls while everyone blames supply.
Engineers run several conversations at once. A two week gap between rounds is not a calendar problem, it is why your first choice signed somewhere else.
The engineers worth hiring now use AI tooling to move faster and still own what ships. Screening for that, and for knowing when not to trust the output, takes its own questions.
A multi-day unpaid assignment filters for availability, not ability. The engineers with options simply decline.
Strong engineers get counteroffered, and the conversation about it belongs before the offer goes out rather than on the day it lands.
Our technology practice is run by people who have spent their careers in IT staffing: fifteen years placing infrastructure, development, and delivery talent for Fortune 500 and mid-market firms, plus nine years in IT services and recruiting. This is not a vertical we added last quarter.
Contract, contract to hire, and direct placement, across W2, corp to corp, and 1099. We have staffed technology every way it gets staffed and will tell you which one fits your problem.
Recruiter fees are usually a percentage of first-year salary and depend on seniority and stack. Send us the role and we will give you a straight number.
We screen for people who ship, not just talk. We look at real work and problem-solving, not a buzzword-stuffed resume, so you meet engineers who can actually build.
Engineering searches move at the pace of the market and the stack, but we keep things tight and surface strong candidates early rather than dragging it out.
We vet hard so it is rare, and we back our placements with a guarantee. We put the terms in writing for your engagement up front.
One founding engineer or a growing team, send us the details and we will move fast without skipping the screen.