What we do

Three ways to get the skills you need.

Most of our work is contract resource augmentation — a specialist who joins your team and is managed by you. The rest is permanent placement and, increasingly, small senior teams delivered as a unit.

Most of what we do

Contract resource augmentation

A specialist joins your programme on a fixed-term contract, reports to your delivery lead and works to your standards. We carry the employment relationship, the payroll, the compliance and the risk of the assignment ending.

Detail

Typical duration: 6 to 24 months, usually extended
Seniority: Weighted to 8+ years — the band where the market is genuinely short
You manage: The work, the priorities, the deadlines
We manage: Contracting, payroll, statutory compliance, rate reviews, redeployment
Billing: Monthly in arrears against signed timesheets

When the role is permanent

Permanent placement

We run the search, assess the shortlist and manage the offer. A single fee on the start date, with a replacement guarantee if the hire does not work out.

Detail

Fee basis: A percentage of annual cost to company
Guarantee: Free replacement within the guarantee period
Process: Search, screening, written scorecards, reference and qualification checks
Typical roles: Permanent technology leadership, architecture, engineering and analysis

Where a single head is not enough

Senior delivery teams

For work that needs a small group rather than an individual — a data platform build, a migration, a remediation — we assemble and place a senior-weighted team who arrive already knowing how to work together.

Detail

Shape: Typically three to six people, senior-weighted
Governance: You retain delivery accountability; we retain the people
Why: Buyers increasingly want a capability, not a headcount requisition
Not: This is not fixed-price delivery — we do not take outcome risk onto our balance sheet

The skills

Where our depth actually is.

We recruit against six skill families. Outside them we will tell you honestly that someone else is better placed.

Cloud & platform engineering

Azure, AWS, containers, platform and site reliability

Data engineering, analytics & AI

Pipelines, warehousing, BI, machine learning, MLOps

Security, risk & compliance technology

IAM, sanctions screening, controls, regulatory change

Programme, project & PMO

Programme managers, project managers, PMO leads, scrum masters

Business analysis & process

Business analysts, process analysts, product owners

Testing, QA & release management

Test leads, automation, change and release coordination

The process

What happens after you send us a role.

Day 0 — The brief

A twenty-minute conversation with the hiring manager. What the person will actually do, what good looks like, what the team is like, and what the constraints are. We do not work from a forwarded job description alone.

Days 1–4 — Sourcing and assessment

We work our own database first — people we have placed before or interviewed recently are faster, cheaper and lower risk than a fresh search. Then market search where we need to.

Day 5 — The shortlist

Three assessed candidates with written scorecards against your brief, availability, rate expectation and any flags we found. If we cannot fill it, you hear that on day five rather than in week three.

Offer and onboarding

Rate negotiation, references, qualification verification, criminal and credit checks where your policy requires them, contracting and a confirmed start date.

30 / 60 / 90 days

Structured check-ins with both the consultant and the manager. Problems surface early, while they are still fixable.

Before the end

A redeployment conversation starts sixty days before the assignment ends — so the handover is planned and the consultant is not lost to the market.

Send us a role.

We will tell you within a day whether we can fill it, roughly what it will cost, and how long it will take.

Send us a role