Permanent IT recruitment for companies that can't afford to get it wrong. We match senior developers by experience, mindset, and team alignment — and 99% of them are still there after probation.
Our candidates stay: 99% pass probation and remain long-term. Retention is designed into the match, not hoped for afterwards.
We evaluate communication style, mindset, and team compatibility — whether you need a lead who can coach or a senior who plugs in and ships.
Clear briefing and spec alignment upfront. We co-write the job profile with you — must-haves versus nice-to-haves, stated before sourcing starts.
A dedicated recruiter, fewer CVs, more relevance. You see a shortlist, not a database export.
A 10,000+ candidate base with deep industry experience across banking, healthcare, automotive, and e-commerce — and recruiters who know how to engage seniors.
We brief you, update you, and take ownership of the process. Regular updates, early previews, fast feedback loops.
Core team members placed with full retention focus — matched on skills, mindset, and how they'll actually work inside your team.
Evaluate performance in the real project before committing — then convert to permanent when it fits. The lowest-risk path to a long-term hire.
Advisory on recruitment strategy, HR structure, or role design — including the uncomfortable advice, like when the salary band is the real bottleneck.
"The deciding factors were cost level, professional staff, and fast recruitment. We were building a PSD2-compliant product, so the consultants had to have professional banking knowledge."
A 100-person technology hub built in Poland within a year — recruitment, scaling, and operations end to end.
Read the case →
Accelerated team growth during a multichannel transformation for one of Poland's best-known retail brands.
The commitments we sign against. Most vendors won't put theirs in writing.
Let's build a high-performing team around the people who actually fit — technically and culturally. First matched profiles this week.
Get Matched CVs in 48 HoursPermanent recruitment. If a candidate we placed underperforms, doesn't fit, or resigns within 90 days, we run the recruitment again at no cost. Three months is our standard; if your policy requires a six-month guarantee, we accept that in the contract. The clause applies where the candidate is employed directly by you.
We don't guess. Every engagement starts with a structured kickoff where we dig into role, project context, team setup, and what's failed before. We co-write the job description — skills and experience, but also communication style, team dynamics, and must-haves versus nice-to-haves. Our recruiters specialize in sectors like banking, healthcare, automotive and e-commerce, so we can flag risks proactively — including when the salary band won't survive contact with the market.
Because retention is built into the match, not bolted on. We vet for the mindset and communication style needed to thrive in your specific team, brief every hire before day one on project context and delivery expectations, and offer try-&-hire setups so both sides can confirm the fit. The result: 99% pass probation, and the median placement stays 2.6 years.
Exactly what it says: on average, three presented profiles produce one signed hire. The industry norm is roughly three CVs per interview — meaning most agencies need dozens of submissions per hire. The difference is pre-screening depth: we invest the filtering effort before you see a profile, so your time is spent deciding, not sifting.
Put a slot in a calendar, or send the brief and we will come back to you. Either way you are talking to a partner, not a queue.
Thirty minutes, no deck. Whoever's calendar suits you — they take the call themselves.
Roles, platform, headcount, timeline. A link to a brief is even better.