The right hire,
not just the next applicant.
Permanent and contract technology placements built around the actual role, not a keyword search.
Most technology hires are optimized for speed, not fit.
Standard recruitment treats every technology role the same way: post a job description, collect applications, screen on keywords, present a shortlist. The result is candidates who look right on paper and struggle in the role. Technology hiring fails not because the talent does not exist, but because the process is not designed to find it. A recruiter who cannot evaluate a technical profile cannot match one. Volume-based agencies have no incentive to slow down and understand what the role actually requires.
76%
of hiring managers say the biggest challenge in technology hiring is that candidates do not have the specific skills the role actually requires
58
average days to fill a senior technology role through traditional recruitment, from job posting to accepted offer
46%
of technology hires made through standard agencies fail to reach the one-year mark, driven by poor role fit and cultural misalignment
Placements built on fit, not volume.
Permanent, contract, senior, and team build-out.
Permanent Technology Placement
Full-time hiring for engineering, product, data, QA, DevOps, and architecture roles. We brief deeply on the team structure, the work, the stack, and what success looks like in the first six months. Every candidate presented has been assessed against those specifics, not screened on a job description keyword match.
Contract & Fixed-Term Placement
Skilled technology professionals placed on defined-term contracts for project delivery, maternity or paternity cover, or capacity requirements that do not justify a permanent headcount. All the rigour of a permanent hire process, scoped to the engagement length you need.
Senior & Leadership Hiring
CTO, VP Engineering, Head of Product, Principal Engineer, and other senior roles where the wrong hire costs far more than the time saved by moving fast. We work these searches differently — smaller candidate pools, deeper assessment, and more time spent on leadership fit alongside technical capability.
Team Build-Out
When you need to hire a full function rather than a single role — a new engineering team, a data practice, a product team from scratch. We sequence the hires, define the org structure, and run the searches in parallel so the team is built coherently rather than role by role over eighteen months.
Brief first. Search second.
A process designed for fit, not speed.
Understand the work before writing a single requirement.
Role Brief
We start by understanding what the person will actually do, who they will work with, what the team dynamic looks like, and what has not worked in previous hires for this type of role. The brief drives every subsequent decision. We do not take a job description and start searching — we build the brief together.
Active search, technical assessment, and reference validation.
Search & Assessment
We identify candidates through direct search, not job board applications. Every candidate is assessed for technical competence relevant to the actual role before they reach you. References are validated, not just collected. You receive a shortlist of three to five people worth meeting.
Structured process that surfaces the right person, not the best interviewer.
Interview & Selection
We design the interview process to assess what the role actually requires. We brief each candidate properly before the interview so the conversation is substantive. We debrief after each stage to help you distinguish between candidates who perform well and candidates who are genuinely right for the role.
Through to day one and beyond.
Offer & Onboarding
We manage the offer process, handle counter-offer situations, and stay involved through the start date. For permanent hires, we check in at 30, 60, and 90 days. If the placement does not work out within the guarantee period, we replace without additional cost.
Hiring that finds the right person, not just a person.
Search-led, not application-led.
We search. We do not post.
The best technology candidates are not actively applying to job boards. We identify and approach them directly. Our searches are built on knowledge of the market and the role, not on who happened to submit an application this week.
Technical assessment before you see anyone.
Every candidate is evaluated for technical competence by people who understand the domain. You do not spend interview time discovering that a candidate cannot do the job. By the time you meet someone, that question is already answered.
We understand the team, not just the role.
A technically strong candidate who does not fit the team dynamic is a failed hire. We spend time understanding how the team works, what has not worked before, and what the culture actually looks like day to day. That context shapes every shortlist.
We search. We do not post.
The best technology candidates are not actively applying to job boards. We identify and approach them directly. Our searches are built on knowledge of the market and the role, not on who happened to submit an application this week.
Technical assessment before you see anyone.
Every candidate is evaluated for technical competence by people who understand the domain. You do not spend interview time discovering that a candidate cannot do the job. By the time you meet someone, that question is already answered.
We understand the team, not just the role.
A technically strong candidate who does not fit the team dynamic is a failed hire. We spend time understanding how the team works, what has not worked before, and what the culture actually looks like day to day. That context shapes every shortlist.
We had been through two agencies before Amorisoft. Both sent us candidates who looked right on paper and struggled in the role. Amorisoft placed a senior backend engineer who has been with us three years. The difference was that they actually understood what the role required technically before they started searching.
CTO
SaaS Platform, Dubai, UAE
We had been through two agencies before Amorisoft. Both sent us candidates who looked right on paper and struggled in the role. Amorisoft placed a senior backend engineer who has been with us three years. The difference was that they actually understood what the role required technically before they started searching.
CTO
SaaS Platform, Dubai, UAE
Written from engagements, not theory.
What we've learned building technology teams.
Have a role that needs the right person?
Tell us the role, the team, and what has not worked before. One conversation is enough to know whether we can help.