From the help desk to the AI team, we staff the technology roles that keep a company running and the ones that decide where it goes next.
Technology roles fail for a boring reason. The person screening the candidate cannot tell the difference between someone who has done the work and someone who has read about it. Titles are inflated, certifications are easy to collect, and a keyword-matched resume looks identical to a real one.
The cost lands differently depending on the seat. A weak AI engineer burns six months and a budget. A weak help desk hire burns every other employee's morning. Both are expensive, and neither shows up in a job posting.
Our bench covers the range this market actually asks for: IT infrastructure, software development, help desk and support, and the delivery roles that sit between engineering and the business.
Our roots are in technical recruiting and STEM staffing. We can hold a real conversation with your engineering lead and with the operations manager who needs the support desk covered.
A Tier 2 support hire and a machine learning engineer need completely different screens. We build the screen around the seat instead of running everyone through the same questions.
Some technology work is a project with an end date, and some is a person you keep for five years. We do both, and we will tell you honestly which one your problem actually is.
A hiring manager two levels removed from the technology, or an HR generalist working from a requisition, ends up deciding who is technical enough. Good candidates get cut on vocabulary and weak ones advance on confidence.
Requirements pile up over years until the posting describes four people. Every qualified candidate self-selects out, and the search stalls while everyone blames the market.
Technology candidates hold multiple conversations at once. A two week gap between interviews is not a scheduling issue, it is the reason your first choice took another offer.
The work does not stop when the person leaves. It lands on whoever is nearest, quietly, and the true cost of the vacancy never appears in any budget line.
Background checks, fingerprinting, and regulatory screening get discovered after a verbal offer. In financial services and legal this restarts the search more often than anyone admits.
Strong technologists get counteroffered. If nobody discussed that possibility before the offer went out, you find out how the candidate feels about it on the day you can least afford to.
New York technology hiring runs through financial and professional services. Those environments carry requirements that general staffing firms discover too late.
Trading floor and deal team support, regulatory screening, market hours coverage, and vendors who can handle material non-public information correctly.
Partner-level white glove support, document management, litigation and trial support, and the confidentiality standards privilege demands.
Small technology teams wearing several hats at once, where one hire covers support, infrastructure, and whatever broke this morning.
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.
We cover the range: AI and machine learning, software engineering, cloud and infrastructure, help desk and desktop support, delivery and project management, data, and security. If it reports into technology, we have likely filled it.
Both. Project work with a defined end date and permanent hires you plan to keep are different problems, and we will say which one we think you have before you commit to either.
Support and infrastructure roles move quickly. Senior engineering and AI roles depend on the market and how tight your requirements are. We surface strong candidates early instead of sitting on a search.
Fees are a percentage of first-year salary for permanent placements and an hourly rate for contract. Both depend on seniority and difficulty. Send us the role and we will give you a straight number.
One help desk backfill or an entire technology function, send us the details and we will move fast without skipping the screen.