Flexible cooperation models

We manage hiring cost over time,  allowing smooth transitions between a success fee model  and a contract margin model within one process.

Recruitment for permanent roles under

a direct employment model.

Permanent Hiring

Best for: long-term, core team roles.

Time & Material

Specialists delivered on a contract basis, billed per man-day (MD).

Best for: flexible capacity, project work.

Most of the CV's you see should never land on  your desk.

We replace volume with a decision-ready shortlist: shortlist: 1-5 candidates we'd hire ourselves, delivered in 5–8 business days.

Five domains, five different hiring problems.

Each comes with its own roles, its own market, and its own idea of what a strong candidate looks like.

Cloud & Infrastructure

Platform engineers and SREs who keep production quietly reliable,day after day. Their best work is invisible, which makes them easyto undervalue and even easier to overlook in a stack of CVs.

Embedded Systems

Firmware and hardware engineers who are as comfortable with a datasheet as with a codebase. Good ones rarely have "embedded"n their job title, so most keyword searches miss them entirely.

Artificial Intelligence

Our AI hires have taken a model out of the notebook and into production. Job titles inflated overnight when the market did, so we look at what someone actually shipped rather than what they call themselves.

Defence & Aerospace

Our defence and aerospace hires understand clearance, safety-critical engineering, and how procurement really moves. Programs in this space run for years, and the strongest candidates have usually stayed through a full lifecycle rather than one phase of it.

Cybersecurity

We recruit SOC analysts, incident responders and red teamers who've worked a live breach. These are people who get poached quietly, long before they update a CV or a LinkedIn headline.

The problem isn't your pipeline. It's the lack of predictability.

Most hiring doesn't stall because there aren't enough candidates.

 It stalls because the volume is unpredictable, unverified, and impossible to plan around.

Predictability

Hiring should be measurable.

Time-to-first-shortlist.
Number of shortlisted candidates.
Weekly progress updates.
Agreed delivery milestones.

Risk sharing

We don't transfer recruitment risk to you. We share it.

Replacement warranty.
Transparent process.
Clearly defined KPIs.
No surprises.

Precision

Recruit less. Hire better.

2–5 candidates instead of 50 CVs.
Direct Search instead of waiting for applications.
Every profile reviewed before submission.

Trusted by industry leaders.

Our search and referral network runs across CEE markets, built through years of live placements. A search here draws on contacts we already have, so a shortlist usually lands within the week.