For employers
Founder-led recruitment that gives you far more than a CV shortlist
We help employers hiring across Technology & Change capture the brief properly, represent the role consistently, and meet candidates who are better informed before first interview.
Every conversation, shortlist and placement is handled directly by Michael or Stuart. No handovers. No diluted messaging. Just a more human, better-qualified process from first brief to final decision.
Senior input from the first conversation
Hiring well is not about sending more CVs. It is about understanding the role, representing it properly in the market, and returning a shortlist with real context and motivation behind it.
- Direct access to Michael or Stuart
- No handovers or diluted messaging
- Recorded hiring manager briefs
- Candidate video profiles as part of the shortlist
Why it matters
Better hiring starts with better representation
Most hiring teams do not need more recruiter noise. They need a recruitment partner who can understand the brief properly, tell the story consistently and qualify candidates in a way that improves first-stage conversations.
A stronger brief
We challenge, clarify and shape the role before going to market, so candidates hear a clear and accurate story from day one.
A better candidate story
Recorded hiring manager video helps candidates understand the team, culture, challenge and opportunity, not just the title and salary.
A shortlist with more context
You receive relevant people with motivation, expectations, fit and candidate video profiles shaped around what you actually want to know.
How we support employers
Flexible recruitment support across permanent, contract, senior and project-led hiring.
Permanent Recruitment
Strategic hiring support for permanent technology, change, data, product and leadership roles.
Contract & Interim
Experienced contract and interim resource with closer qualification and clearer role alignment.
Senior Appointments
Relationship-led support for senior technology, transformation and IT leadership hires.
RPO & Managed Services
Embedded founder support for defined campaigns, outcomes and scaling teams.
Our 8-step methodology
A founder-led route from brief to placement
A structured, video-first process designed to create stronger buy-in, clearer expectations and better-informed first interviews.
Methodology
A process built to improve quality, consistency and candidate understanding from the first conversation onwards.
-
1
Interview the hiring manager
Understand the role, team, culture, working model and success factors directly at source.
-
2
Targeted headhunt & shortlist
Identify the right people in the market, not just active applicants.
-
3
Share your hiring manager video
Use structured video and role context to create earlier understanding and buy-in.
-
4
Build “Red Hot” candidate video profiles
Second-stage qualification confirms motivation, and candidate video summaries are shaped around what you most want to understand before interview.
-
5
Final interviews
You meet candidates who are motivated, pre-qualified and already better briefed.
-
6
Offer stage
Expectations, motivation and acceptance risk are managed through to decision.
-
7
Onboarding
We stay close through notice period, start date and early expectations.
-
8
Post-placement check-ins
Support retention, culture fit and long-term value after the hire starts.
Client testimonials
What employers say about working with Tech Pair
The feedback consistently points to clearer role storytelling, stronger early understanding and a process that brings roles and candidate profiles to life.
“Tech Pair’s video-first approach brings roles and candidate profiles to life in a way traditional CVs simply can’t.”
MDDUS highlighted how video improves role understanding, candidate assessment and the overall quality of early hiring conversations.
Elaine Whitefoot – IT Director & Peter Donnelly – HR Advisor
MDDUS
“Their video-first approach really stood out because it let us get our personality across early on.”
Utopi’s feedback shows the value of helping culture and personality come through earlier, so candidates can self-select and hiring conversations start from a stronger place.
Ross Gledhill
Director of Engineering, Utopi
“Tech Pair took the time to properly understand the role, our culture and the kind of person who would genuinely succeed with us.”
Spider Online’s recommendation reflects the value of a more consultative, human-led recruitment process where the brief, culture and candidate fit are properly understood before going to market.
Ross Hamill
Managing Director
Specialist markets
The areas we recruit across
We support hiring across the core disciplines driving digital products, platforms, transformation and technology leadership.
Planning your next Tech or Change hire?
Speak directly with Michael or Stuart about the role, the brief and the kind of first-stage process you want candidates to experience.