Our technology practice appoints the people who build and run the systems a business depends on: chief technology officers, product leaders, heads of engineering, data and AI leaders, and the security chiefs who keep it all standing. We work with venture-backed scale-ups, payments and fintech firms, and established companies modernising platforms that are older than some of their engineers.

Technical hiring fails most often when the brief is vague, so we spend the first week getting it precise. What is the architecture today, what does it need to become, and what kind of leader gets a team from one to the other? Our consultants have spent years in the market and can hold a credible conversation about platform migrations, team design and on-call culture, which is why senior engineers take our calls.

We assess for judgement as well as skill. Shortlisted candidates meet a panel that includes a technical assessor from our own network, and every finalist is referenced on delivery: what they shipped, how they handled an outage, how their teams changed under them. Offers in this market move fast and often involve equity, so we model packages early and keep candidates informed at every step. The result is a shortlist in a little over two weeks and hires that last.