Contract Staffing
Flexible technology talent for project-based requirements — surge capacity, backfill and specialist skills for a defined period, with full timesheet and compliance administration handled by us.
Contract-to-Hire
Evaluate talent before making a long-term commitment, with conversion terms agreed upfront rather than negotiated awkwardly at month four when you already know you want to keep them.
Direct Hire
Find specialized technology professionals for permanent roles, with structured scorecards written by your hiring managers and reference-verified shortlists rather than volume submissions.
IT Leadership Search
CIO, CTO, IT Director, Engineering Leadership and other critical positions — run as a retained, confidential search with a defined process and a named partner leading it.
Dedicated & Project-Based Teams
Build an entire technology team around a specific initiative. We assemble the engineers, the QA, the delivery lead — and if you want, we manage the outcome rather than just supplying the people.
This is the bridge between our staffing and services practices, and it is how most long-term MangoMan relationships begin. A team that starts as supplemented capacity can become a managed workstream without renegotiating a vendor agreement.
You supply the plan and we supply the team managed by you — or we take the outcome under a statement of work. Teams scale mid-project, and transition into managed services at go-live where that makes sense.
Five stages before a resume reaches you.
Most agencies forward what the job board returned. Our submission rate is deliberately low — roughly one in nine sourced candidates reaches a client shortlist.
Role calibration
A working session with the hiring manager to define what "good" looks like — and what is genuinely required versus inherited from the last job description.
Technical screen
Conducted by a recruiter specializing in that discipline, supported by a practising engineer from our own delivery bench where the role is senior.
Scorecard review
Every candidate is assessed against the same written criteria, so your shortlist is comparable rather than a collection of opinions.
Reference & verification
Employment history, right to work and background screening completed before submission, not after you have made an offer.
Post-placement follow-up
Check-ins at week one, month one and month three — with the candidate and the manager, separately.
Organized by discipline, because that is how expertise works.
Each desk is run by recruiters who have specialized in that area for years. We do not have generalists covering six unrelated technology families.
Software & Platform
Backend, frontend and full-stack engineers, platform and SRE, mobile, embedded, and engineering managers across .NET, Java, Python, Node.js and React.
Cloud, DevOps & Networking
Cloud architects and engineers across AWS, Azure and GCP, DevOps and platform engineers, Kubernetes specialists, network and systems engineers.
Data, Analytics & AI
Data engineers, analytics engineers, BI developers, data scientists, machine learning engineers and data platform architects.
Cybersecurity & Risk
Security engineers and architects, SOC analysts, IAM specialists, GRC and compliance professionals, penetration testers.
ERP, CRM & Integration
ERP and CRM functional and technical consultants, integration engineers, solution architects and business systems analysts.
Technology Leadership
CIO, CTO, VP Engineering, Director of IT, Head of Data, CISO and fractional leadership for organizations not yet ready for a permanent hire.
What working with us is actually like.
We are a technology services firm that also recruits. That changes the conversation — the person screening you has colleagues doing the work you are being considered for.
We tell you the rate
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.
We do not submit you blindly
Your resume goes nowhere without your explicit approval for that specific client and role. No speculative submissions, ever.
We brief you properly
Before any interview you get the team structure, the actual technical environment, the reason the role is open, and what the hiring manager is nervous about.
We stay in touch after placement
Check-ins at week one, month one and month three. If an engagement is not what was described, we want to hear it early enough to fix it.
Live contract and permanent technology roles across our client engagements.
View open rolesWorking with our staffing practice
Median is 72 hours for contract roles and 5 to 8 business days for permanent and leadership searches. That assumes a calibration session at the start — without one, we can move faster but the shortlist will be worse, and we would rather spend the extra hour.
Three or four. If we send you twenty, we have outsourced the screening to you and charged for the privilege. A short, well-argued shortlist is the product.
Contract roles are billed at an all-inclusive hourly rate with no separate administration fee. Direct hire is a percentage of first-year compensation with a replacement guarantee. Retained leadership search is staged against the search process. We will share the full rate structure in the first conversation.
Yes. Right-to-work verification, background screening, insurance, timesheets and payroll administration are all handled by us for contract placements. We also offer payroll and employer-of-record services for workers you have sourced yourself.
That is one of the main reasons clients choose us. A team supplied as augmented capacity can move to a statement of work, a dedicated team, or a full managed service without a new vendor onboarding process. We have done it often enough to have the transition well practised.