Name the role.
We will find the person.
A level 2 network engineer, a SOC analyst, a developer. We recruit against your specification, screen hard before you see a CV, then employ and support the person you choose - working to your managers, on your hours.
- MSPs and businesses
- 22+
- End users behind them
- 2,400+
The engineers we place today support more than 2,400 end users across over 22 MSPs and businesses in the UK, Germany, Singapore, Sri Lanka and beyond - the same people, doing the same work, for whoever we place next.
Discovery call and a written role scope at no cost
How it works.
Six steps from the first call to someone working on your account. The first two are free and produce a document you keep either way.
Discovery call
Free, no obligation
What the work involves, and what good looks like to you.
The roles you are trying to fill, the seniority they need and the standard they have to meet. No charge, no obligation.
Role scope & written proposal
Free, no obligation
The role, the hours and the all-in cost, in writing.
As we understand it, with the seniority stated, before you commit to anything. Yours to keep - including to take to somebody else.
Search & filtering
Only what survives the filtering reaches you.
Technical screening, a practical assessment built from your own work, communication, and reference checks.
You interview and choose
You make the hire.
We do not place anyone on your account you have not met and approved.
Onboarding
Contracts, equipment and access, all handled.
Plus induction into your processes, your tooling and your clients before the first shift.
Ongoing management
You direct the work day to day.
We handle employment, payroll, appraisals, retention and replacement cover.
The roles we fill.
Examples of what we have been asked to recruit for. These are searches we run, not people sitting on a bench - if your role is not here, describe it and we will tell you honestly whether we can fill it.
Service desk & NOC
For MSPs and internal IT teams
The engineers who answer the ticket and watch the estate, including cover outside your own working hours. The roles that decide what your clients think of you, and the hardest ones to keep staffed at the level you need.
- L1 / L2 / L3 support engineers
- NOC technicians
- Escalation engineers
- Service desk coordinators
- Service delivery managers
Security operations
For MSSPs and security teams
Analysts and engineers for a monitored environment, including the round-the-clock coverage a security operation needs and almost nobody can hire for locally at the seniority it actually requires.
- SOC analysts (L1 - L3)
- Incident responders
- Threat hunters
- Security engineers
- Information security managers
Cloud & infrastructure
For platform and infrastructure teams
The specialists who hold up everything else - networks, identity, cloud platforms and the migration work that has to happen without an outage anyone notices.
- Cloud engineers (Azure / AWS)
- Network engineers
- Systems administrators
- DevOps engineers
- Infrastructure architects
Software, QA & data
For software companies and product teams
Developers and analysts who work on your backlog, in your repositories and to your review standards - not on a project we scope and hand back.
- Frontend & backend developers
- Full-stack engineers
- QA analysts and automation engineers
- Data engineers
- Business analysts
Back office & finance
For operations, finance and HR functions
The administrative work that keeps a service business running but does not need an engineer to do it - and which quietly consumes the time of people you hired to do something else.
- Billing and procurement administrators
- Bookkeepers and accounts assistants
- Payroll specialists
- Scheduling and dispatch coordinators
- Reporting analysts
HR & recruitment
For talent and people teams
The people who find and look after everyone else, for teams whose own hiring load has outgrown the person currently doing it alongside another job.
- Recruitment coordinators
- Talent acquisition specialists
- HR executives
- HR administrators
What the arrangement is.
Recruited to your specification
You do not pick from a bench we happen to have sitting there. You give us the role - a level 2 network engineer who has run a multi-site firewall estate, say - and we go and recruit against it. Technical screening, a practical assessment built from the work you actually do, communication, and reference checks. Most candidates do not survive that, which is the point: what reaches you is a shortlist, not a pile of CVs.
- Includes
- Role-specific search Technical screening Practical assessment Reference checks
Employed by us, working to you
Once you choose someone, we employ them: contracts, payroll, appraisals, leave, insurance, and the office, network and machine they work on. They keep your hours, join your stand-up and take direction from your managers. Retention is our problem rather than yours - if someone leaves, we recruit the replacement.
- Includes
- Named staff Your hours Payroll & HR Replacement cover
Also part of it
Substantially lower cost
The same seniority for a fraction of what it costs to hire locally, with no recruiter fee, no employment overhead and no office to find. We put the all-in monthly cost per person in writing before you commit to anything.
You interview and choose
We do not place anyone on your account you have not met and approved. If the shortlist is wrong, we go back and search again rather than asking you to settle.
Under NDA from day one
Every person we place signs a confidentiality agreement before they touch your systems, and we will sign yours too. Access is limited to what the role needs, on equipment we manage, and it is revoked the day someone comes off your account.
Scale up, or stop
One person or a team, added as the work arrives. If the workload changes we handle the wind-down, including everything owed to the person - which is the part that makes stopping difficult when the arrangement is direct.
Why they stay.
The cheapest version of this arrangement is somebody working alone on a home laptop with no contract and no reason to still be there next quarter. That is not what we sell, and this is the difference.
Every person we place is employed and looked after by us. You get the continuity; we carry the cost of earning it.
- A written contract and monthly pay
- Everyone we place is engaged on a written agreement and paid on a fixed monthly cycle. Nobody on your account is chasing an invoice or wondering whether this month is the month it stops.
- Medical and life cover
- Health and life insurance from the start of the engagement, so an illness in the family is not the reason a good engineer disappears from your rota.
- Paid leave and appraisals
- Scheduled leave that you know about in advance, and a real appraisal cycle - so people have somewhere to go without leaving, and you are told before a plan changes.
- Equipment and a workspace
- A managed machine, a monitored network and a proper office to work from. Not a home laptop on domestic broadband, which is where most of the reliability problems in this arrangement come from.
- Training and certification
- Ongoing training and support toward the certifications the role needs. Your account gets the benefit of it, and we carry the cost.
- Someone managing them locally
- You direct the work. We handle everything underneath it - the pastoral side, the HR side, and the awkward conversation you should not have to have from another time zone.
Fair questions.
The ones that come up on the first call. If yours is not here, ask it on the call - we would rather answer it than have you find out later.
Are these people already working for you?
No. We recruit against the role you describe. There is no bench of people waiting to be allocated, which is why the search takes as long as it takes and why the shortlist matches the specification rather than approximating it.
Who do they actually work for?
We employ them and you direct them. They keep your hours, join your stand-ups, use your tooling and take their day-to-day work from your managers. The employment relationship, and everything administrative that comes with it, stays with us.
What happens if it does not work out?
If someone is not right, we replace them and we run the search again. If the arrangement itself stops working, we handle the wind-down including everything owed to the person - the part that is hardest to unpick when you have hired directly.
What does it cost?
One all-in monthly cost per person, stated in writing after the discovery call and before you commit to anything. No recruiter fee, no employment overhead and no office to find. It is a fraction of what the same seniority costs to hire locally.
How do you protect our data and our clients?
Every person signs a confidentiality agreement before touching your systems, and we will sign yours. Access is scoped to what the role needs, the equipment is managed by us, and access is revoked the day someone comes off your account.
Can we start with one person?
Yes, and most engagements do. One role, filled properly, is a better test of whether this works for you than a team hired at once.
Tell us which role
you cannot fill.
What the work involves, what seniority it needs and what it has to cost. We will come back with how we would fill it and what the person would cost, before you commit to anything.
Discovery call and a written role scope - free, and yours to keep