Specialized recruiting / Arizona & nationwide
Technology recruiting for specialized and leadership positions.
Technology hiring requires an understanding of both technical qualifications and the business environment in which those skills will be applied. Systems, scale, security requirements and business priorities shape the candidate profile.
Discuss this searchDefine the requirement
Specify what this hire will own.
A platform list does not explain the job. Before sourcing, separate the work someone will perform from the systems they will use and the decisions they will own.
Start with the environment, the first problem this person needs to solve and the decisions they will be responsible for.
Prepare your recruiting brief- 01
Infrastructure operations or architecture?
Clarify the balance between keeping systems available, resolving incidents and planning changes to the environment. If the hire will also design a migration or choose a new architecture, identify those decisions and the support available from the existing team.
- 02
Application administration or implementation?
Supporting users and maintaining an application differs from owning a rollout. Specify who will handle configuration, integrations, data migration, testing and training, and which responsibilities belong to a vendor or implementation partner.
- 03
Technical leadership or hands-on management?
Define the expected time spent delivering technical work, managing people and setting priorities. Include team size, hiring authority and on-call expectations so candidates can assess the actual role behind a manager or director title.
Functions & responsibilities
The experience behind the role.
Software engineering, infrastructure, cloud, cybersecurity, data, enterprise systems, architecture, quality assurance, platform engineering and technology leadership.
- 01
Software and application engineering
- 02
Infrastructure, networks and systems
- 03
Cloud, DevOps and platform engineering
- 04
Cybersecurity and technical risk
- 05
Data, analytics and enterprise applications
- 06
Technology architecture and leadership
Positions to discuss
Examples of role scope to evaluate for a search.
- Software Engineering Manager
- Systems Administrator
- Cloud Engineer
- Security Engineer
- Data Engineer
- Enterprise Applications Manager
- Platform Engineering Leader
- Chief Technology Officer
Candidate evaluation
Connect experience to the work.
Evaluation is shaped around the responsibilities, business context and agreed search requirements.
- Platforms, systems and architecture
- Technical depth and environment complexity
- Security and reliability responsibilities
- Business communication and leadership
- Compensation and work arrangement
- Motivation and availability
Coding tests, formal technical certifications and other specialist assessments are included only when specifically agreed as part of the engagement.
Recruiting services
Choose the engagement around the need.
A permanent hire, contract assignment or leadership search calls for a different level and structure of support.
Related expertise
Some requirements cross functions.
Common questions
Before the search begins.
Can a technology search include remote professionals?
Remote, hybrid and on-site requirements can be incorporated into the search. Location eligibility, time-zone expectations and the work arrangement should be established before outreach.
Do you recruit technology executives?
Leadership searches may include CTO, CIO, vice president, director, architecture, infrastructure, security, data and engineering leadership roles.
Can technology professionals be recruited on a contract basis?
Contract staffing may be appropriate when the assignment, duration and required experience align with the engagement. We discuss availability and terms around the specific need.
Your next hire
Let’s define the search.
Tell us about the technology environment, required experience, location, work arrangement and hiring timeline.
Start a conversation