Talent & Capacity
We do not run a general IT staffing desk. We place people into automation, integration, data, cloud and AI roles, the same disciplines we deliver in, which means every candidate is screened by an engineer who could do the job rather than a recruiter matching keywords to a job description.
Four models, by how much risk you want to hold
Specialist contract staffing
Individual engineers embedded in your team, on your tooling, reporting to your leads. Technical screen before anyone reaches your inbox.
Contract to hire
The lowest-risk path to a permanent engineer. Conversion terms are written into the MSA rather than discovered at the end.
Managed delivery pods
A named team of three to six with a technical lead, managed by us but working your backlog and your ceremonies. The middle ground between staffing individuals and buying a fixed-scope project.
Outcome-based capacity
Where scope is genuinely knowable we would rather price the result than the hours. Same people, but the risk of estimating wrong sits with us.
How we are not a staffing desk
Practitioner screening
Every candidate is interviewed by someone from our delivery side who has done the role. No keyword matching, no résumé forwarding.
Rate transparency
We disclose the bill rate and the pay rate on every placement. You see exactly what our margin is, and so does the consultant.
No shotgunning
We do not submit the same person to five clients and let you race. If we send you a candidate, they are working with you on this role.
We staff what we can support
If a role sits outside our practice areas we will say so and refer you elsewhere, rather than learning on your budget.
You will be talking to an engineer
If you work in RPA, integration, data, cloud or AI, the person on the call will understand what you actually do, instead of reading your résumé for the first time while you are on it.
You see the bill rate
The same transparency we give clients applies to you. You will know what the client pays and what you receive.
No submission without consent
Your résumé does not move until you say yes to a specific role at a named client.
Straight answers on the contract
Duration, conversion terms, benefits and honest extension likelihood, before you interview rather than after you accept.
Start with something small enough to be reversible.
A capped assessment against your own systems and your own data. A few weeks, a fixed number, and a written answer you can use whether or not you hire us again.
Scope a pilot