Senior Platform Engineer
Azure Cloud Architect
Lead Data Engineer
SOC Analyst, Tier 2
.NET Applications Engineer
Director of Engineering
Analytics Engineer
Site Reliability Engineer
No role fits today?
Send us your profile. We keep in touch with specialists we rate, and we contact you when something genuinely matches — not every fortnight with whatever came in.
- 01A specialist recruiter from your discipline reads it — not a keyword filter.
- 02If we have something close, you hear within three business days with the rate attached.
- 03If we do not, we tell you that rather than leaving you waiting on a maybe.
- 04Your profile is never submitted anywhere without your approval for that specific role.
Five commitments, and we will name them in writing.
Contract work is an industry with a reputation problem. These are the specific things we do differently, not a statement of values.
Rate transparency
You will know the bill rate range and your pay rate before you interview. We do not discover your number first and price backwards from it.
No blind submissions
Your profile goes nowhere without explicit approval for that specific client and role. No speculative CV blasting, ever.
A real briefing
Before any interview: team structure, the actual technical environment, why the role is open, and what the hiring manager is nervous about.
Paid correctly, on time
Weekly payroll, timesheets handled by us, and an escalation path that reaches a person rather than a portal.
We stay in touch after you start
Check-ins at week one, month one and month three. If the engagement is not what was described, we want to hear it early enough to fix it.
Work that leads somewhere
68% of our contract-to-hire placements convert, and contractors regularly move onto our own delivery bench if they would rather be permanent with us.
Unedited, and not all of it flattering.
We asked for what we got wrong as well. These are published with permission and names shortened at their request.
They told me the bill rate in the first call. I had spoken to four agencies that month and not one of them would do that. It changed how much I trusted everything else they said.
The brief before my interview covered the team structure, why the role was open, and what the hiring manager was worried about. I walked in prepared rather than guessing.
Three months in, the engagement was not what had been described. I said so and they had it corrected within a fortnight rather than telling me to be patient.
Written for the person taking the role.
Practical guidance from our recruiters and consultants — no listicles.
How to compare a contract rate against a salary properly
Gross hourly looks larger than it is. A working method for converting a rate into a comparable annual figure, including the costs contractors routinely forget.
The four questions that tell you what a team is actually like
Asking about culture gets you a rehearsed answer. These four questions get you a real one, and what the hesitation before each reply means.
When specialising stops paying and breadth starts to
Deep specialisation commands a premium until it does not. How to read the point in your own market where the curve turns, before it turns.