Services · Talent Acquisition
Permanent & Specialist Recruitment
Niche technical hiring, run by people who understand the technology.
Overview
What this is.
Permanent hiring for specialist roles — the positions where the talent pool is small, the assessment is technical, and a generic recruitment process produces a shortlist of near-misses.
This is the core of what we do. Design verification engineers, embedded firmware developers, physical design specialists, ADAS engineers, quality leads, senior software engineers, functional specialists across engineering organisations.
The distinction we're drawing is between hiring for a technical role and hiring into a technical conversation. Most firms do the first. The second is why briefing us takes twenty minutes rather than an hour, and why our shortlists are shorter.
When organisations engage us
Four situations we see most.
The role has been open for months
Usually a mismatch between the brief, the market and the compensation band — which is a diagnosis before it's a search.
You're hiring into a new technology area
The internal team can define the role but can't source for it.
Volume with a quality floor
Multiple specialist roles at once, where lowering the bar isn't an option.
Your recruiters are stretched
In-house TA at capacity, and the niche roles are the ones slipping.
What's included
Scope of the engagement.
- Role briefing and calibration
- Targeted sourcing across network, database and open market
- AI-assisted market research
- Technical pre-screening
- Written candidate assessment summaries
- Interview coordination
- Compensation guidance
- Offer support and negotiation
- Post-placement follow-up
How we work
The process for this service.
Briefing and calibration
Including a realistic view on availability and compensation before we start.
Sourcing and market research
Network, database and open market, widened by AI-assisted mapping.
Screening and technical pre-assessment
Establishing what a candidate has actually owned.
Shortlist
Presented with written summaries rather than forwarded CVs.
Interview coordination
Scheduling and structured feedback in both directions.
Offer and close
Guidance on structure, and management of the counter-offer risk.
Follow-up through joining
Contact through notice period to protect the placement.
Engagement model
How this is structured commercially.
Contingent or exclusive contingent. Fee on successful placement, as an agreed percentage of annual CTC. Replacement guarantee period agreed upfront. Exclusive mandates receive retained-level market research at contingent commercials.
Who you'll work with
Vidya B.S. leads this practice.
21+ years across HR and talent acquisition, with a background spanning enterprise IT, technology services and cross-sector executive search.
Where we deliver this most
Industries.
Let's talk about the team you're building.
Tell us the role, the constraint and the timeline. We'll tell you honestly whether we're the right firm for it — and if we're not, we'll say so.