The problem
Why this is harder than it looks
Senior individual contributor searches fail for three consistent reasons. The first is that the brief is underspecified - 'strong Python developer' is not a search, it is a keyword. The second is that the sourcing strategy is passive - job boards only reach engineers who are actively looking, which excludes the majority of experienced engineers. The third is that screening is shallow - first-round interviews clogged with candidates who looked right on paper and were not right in reality.
We fix all three. Before we start sourcing, we spend time understanding the engineering problem you are trying to solve, the team context the candidate will work in, and what good looks like to your strongest current engineers. That brief drives a targeted headhunt, not a keyword search. Every candidate we submit has been interviewed by Filip and validated against your specific requirements.
Our approach
How we deliver this service
We run a four-step process for every senior engineer search. First, a 30-minute intake call to specify the brief properly - technical requirements, team context, salary range, and what a strong candidate looks like. Second, a targeted headhunt across our direct network and beyond, with outreach to engineers who are not actively looking. Third, a shortlist of three to five candidates, each one interviewed by Filip and accompanied by a brief covering their technical depth, communication, salary expectations, and notice period. Fourth, process management through to offer and start, with support through the candidate's first months.
Our target is a shortlist within five business days of a completed intake call. For highly specialised roles this may extend slightly. You will always know where we are.
Track record
Recent placements
Senior DevOps Engineer | Scaling Technology Business
The client was experiencing significant growth and required a DevOps engineer with Kubernetes, AWS, and CI/CD expertise. Filled with a candidate who had previously worked in a high-growth engineering environment. Salary $180,000 plus super.
Cloud Infrastructure Engineer | Venture-backed Fintech
A venture-backed fintech required a cloud engineer with strong AWS and infrastructure-as-code experience to support rapid growth. The successful candidate had previously worked in a high-availability environment and joined after a streamlined two-stage interview process. Salary $160,000 plus super.
Cyber Security Analyst | Managed Services Provider
An established MSP was looking to strengthen its security offering and needed an analyst capable of handling incident response, monitoring, and compliance work. Placement completed within three weeks from brief to offer acceptance. Salary $110,000 plus super.
Common questions
FAQ
What counts as a senior engineer for this service?
Typically five or more years of professional experience with demonstrable depth in their primary stack. Staff engineers and principal engineers are at the higher end. We do not fill mid-level or junior roles.
How many candidates will be in a typical shortlist?
Three to five. We do not send more than five because that forces you to filter rather than choose. Every candidate on the shortlist should be genuinely worth your time.
What if none of the shortlisted candidates are right?
We rebrief and search again at no additional cost. This rarely happens because the intake call gives us enough to get the brief right first time. When it does happen, it is usually because the requirements shifted or market conditions changed.
Do you work across all technical specialisms for this service?
Yes. Backend, frontend, platform/DevOps, data, and mobile. For mobile engineers and highly specialised backend roles, the pool is smaller and searches can take slightly longer.
Ready to start?
Book a 30-minute intake call and we will discuss whether this service is right for your current needs.
Book an intake call