Tech recruitment,
done with taste.
We hire the senior engineers, ML specialists, product leaders, and designers for the UK's most ambitious technology businesses. Series B through public. No databases. No spam. No bullshit.
A small sample of who we've placed senior people into
Four practices.
Real depth in each.
We are deliberately narrow — four disciplines, each led by a partner who has spent their career in that area. Within those four, we go deep. Outside them, we will recommend a firm that does the work better than we would.
Product Engineering
The people who ship.
Staff and Principal Engineers. Tech Leads. The senior IC track for the people who build product.
Platform & Infrastructure
The people who keep it up.
SRE, Platform, DevOps, Security. The engineers who make everything else possible.
AI & Machine Learning
The people who teach the machines.
Applied AI engineers, ML platform, research-to-production. From foundation models to fine-tuning.
Design & Product
The people who decide what.
Product designers, design leaders, senior PMs, and Heads of Product. The people who decide what to build.
Currently briefed,
currently hiring.
Principal SRE
Senior IC platform role at Octopus. The infrastructure that runs eight million customers' energy supply, and that the rest of the company depends on.
Senior Machine Learning Engineer
Senior ML role at a Series A foundation model platform business. Real research-to-production work, real ownership, real equity.
Staff Backend Engineer
Lead the architecture of Crest's core payments platform. Series D consumer fintech, real complexity, real scale, real stakes.
We do fewer briefs,
better.
Most tech recruitment firms optimise for volume. They take every brief, ship every CV, and hope the law of large numbers works out.
We don't. We take fewer briefs than we could, we run each one with a partner who knows the area, and we ship shortlists of three to five — not lists of twenty. Our offer-accept rate is 92%. The industry average is below 70%.
The reason is that we're not in the business of selling effort. We're in the business of getting the hire right.
Partner-led briefs
Every brief is led by a partner who has spent their career in that discipline. No SDRs, no junior researchers, no bait-and-switch.
Shortlists, not long lists
We present three to five candidates. Each one has been spoken to at length and is genuinely interested. None are speculative.
We say no
We turn down briefs where we don't think we can do the work better than the alternatives. We will tell you so and recommend a firm that can.
Salary intel, free
We share our compensation benchmarking with serious clients before they brief. The conversation usually changes the brief.
What we're
writing about.
Tech Salary Intel 2026: What senior engineers and leaders are actually earning
Our annual data from 400+ placements at Staff, Principal, VP, and CTO level. London, hybrid, remote. The numbers most firms can't or won't publish.
The Staff Engineer Trap
Most firms hiring their first Staff Engineer are looking for the wrong person and don't know it. Here's what the brief should actually say.
Platform Engineering, two years in
Two years after every scale-up suddenly needed a Platform team, where the discipline has landed and what we're actually seeing in the market.
A senior tech hire that
actually matters.
Tell us about the brief. We respond within one working day with a view on what the role should actually be, where it should sit in the market, and whether it's the kind of work we do well.
For candidates — same: submit your work, and we'll be in touch only when something we have actually fits.