The people who keep everyone else working. We staff support desks that stay staffed.
Help desk roles get filled fast and badly. The screen is usually a resume check and a certification, which tells you nothing about whether the person can stay calm with a frustrated executive at nine in the morning.
Then it turns over in seven months and you run the whole process again, while every unresolved ticket lands on someone who was hired to do something else. The real cost of a weak support hire is paid by everyone around them.
Help desk, desktop support, and infrastructure staffing have been core to this team for years, including large support organizations and multi-site rollouts.
Resetting a password is not the hard part. Doing it for the eighth time that morning without making the person feel stupid is. We screen for both and we do not treat the second one as optional.
Coverage for a leave, a project surge, or a permanent desk hire are three different asks. We handle all three and will tell you which fits your situation.
Support roles open with no notice. Because we work this market continuously, we are usually starting from a list of people we already know rather than from zero.
Technical questions are easy to write and easy to pass. Whether someone stays calm and respectful with a frustrated executive is the actual job, and it rarely gets tested.
Support desks churn because they are hired as a stopgap and managed as an afterthought. Each departure resets institutional knowledge that was never written down.
When the desk is short, engineers and office managers absorb tickets. That cost is real, it compounds, and it never appears as a support expense.
Supporting a managing director or a firm partner is a different job than general help desk. Discretion, availability, and composure are the requirements, and they need their own screen.
Outsourced desks solve headcount and create a knowledge problem. Nobody learns your environment, and every escalation starts from nothing.
Trading floors need coverage before markets open and law firms need it while a deal closes at midnight. Discovering that after the hire means renegotiating or replacing.
Our technology practice is run by people who have spent their careers in IT staffing: fifteen years placing infrastructure, development, and delivery talent for Fortune 500 and mid-market firms, plus nine years in IT services and recruiting. This is not a vertical we added last quarter.
Contract, contract to hire, and direct placement, across W2, corp to corp, and 1099. We have staffed technology every way it gets staffed and will tell you which one fits your problem.
Both, plus contract to hire, which suits support roles well because you see how someone handles your actual users before committing.
Faster than most technology roles. Because we work this market continuously we usually have qualified people to present within days rather than weeks.
Yes. Off-hours and weekend coverage narrows the pool, so it takes a slightly wider search, but it is a normal part of staffing a support desk and we plan for it.
Contract placements bill at an hourly rate, permanent placements at a percentage of first-year salary. Both vary with tier and shift requirements. Send us the role and we will give you a number.
One backfill or an entire support function, send us the details and we will move fast without skipping the screen.