Staff augmentation, contract, contract-to-hire and permanent placement for technology roles — with technical screening done by engineers, not by keyword matching.
The economics of volume staffing agencies push them towards throughput. Send twelve CVs, let the client do the filtering, bill whoever sticks. You absorb the cost of that model in interview hours and in the occasional hire who cannot do the job.
We work the other way and we can, because we are small. Every candidate is technically screened by an engineer who has done the role before they reach you. We send a short list, typically three people, and we tell you which one we would pick and why. If none of them fit, we say so rather than padding the shortlist.
These are the measures we baseline at the start and report on throughout — not results claimed in advance.
Engineers, consultants and specialists embedded into your team, under your direction, reporting through your existing management line.
Fixed-term specialists for a defined need, with a clean conversion path when a contractor turns out to be someone you want to keep.
Direct hire search for roles where the cost of the wrong person is measured in quarters, not in invoices.
A complete team with its own lead, delivery process and accountability — where you want outcomes rather than individual timesheets.
The roles generalist recruiters struggle with, because screening them requires knowing what a good answer sounds like.
Help with the hiring function itself — the process, the assessment design and the employer proposition — not just the individual requisitions.
Five phases, each with deliverables you can point at. No phase ends on a status report alone.
A working session to establish what the role genuinely requires versus what the job description inherited, and what the market rate actually is.
Deliverables
Targeted sourcing through our network and active channels, then a first screen for fit, motivation and availability.
Deliverables
An engineer who has done the role runs a structured technical conversation. This is the step volume agencies skip, and it is the one that protects your interview time.
Deliverables
A short, genuinely qualified shortlist with our recommendation and our reservations, followed by interview coordination and structured debriefs.
Deliverables
Offer management, then structured check-ins through the first ninety days — because a placement that leaves in month four was not a successful placement.
Deliverables
Different problems want different commercial shapes. We will tell you which one fits, including when it is the cheapest one.
Individuals join your team and take direction from your managers. You own the work, the priorities and the day-to-day.
We provide the team and own delivery management, quality and reporting against agreed outcomes.
Work together on a contract basis first, with conversion terms agreed up front so there is no renegotiation later.
Direct hire search with a replacement guarantee period.
We pick tools to fit your existing estate and your team's ability to maintain them, not to fit our preferences.
Volume agencies optimise for submittals because that is how their economics work. We send around three candidates per role, each screened by an engineer who has done the job, with a written assessment and a recommendation. If we cannot find the right person, we tell you that instead of sending near-misses.
Permanent placements carry a replacement guarantee period agreed in the contract. Contract placements can be ended at an agreed notice and we cover the replacement. We would rather absorb that cost than have you carry a bad fit.
Yes. We operate from both Delaware and Hyderabad and staff onshore, offshore and hybrid teams. Which is right depends on the role — anything needing constant business-stakeholder contact usually wants onshore presence; focused engineering work often does not.
For common stacks, a shortlist in around one to two weeks from a calibrated brief. Niche platform roles take longer and we will say so at briefing rather than promising a date we will miss. The calibration session exists partly to surface when a brief is not fillable at the stated rate.
No. We work on transparent margin — you see the pay rate and our margin on it. Opaque markup is how staffing gets its reputation, and being open about it is easier than defending it later.
A short conversation is usually enough to tell whether we're the right fit. If we're not, we'll say so and point you somewhere better.
Or email us directly at reachus@segakiv.com
