Fill the role without stalling the work.

Contract, contract-to-hire, and permanent IT staffing for technology teams. Every search starts from what the role has to deliver, and ends with a short list you can actually interview.

Every search starts with a briefRole brief

BriefSourceScreenShortlistInterview

01The workWhat the role must deliver in its first months

02The environmentStack, tools, team, and who the person reports to

03The working modelOnsite, hybrid, or remote, and the hours that must overlap

ContractContract-to-hireStaff augmentationPermanent

01Roles we recruit for

Technology roles, recruited to the brief

We search across a network of recruiters and sourcing partners, then screen every candidate ourselves against the brief we agreed with you.

Core roles

Software engineering

Developers who join an active team and contribute to the codebase you already have, from individual contributors to technical leads.

Java.NETPythonJavaScript

Backend and full-stackServices, APIs, and the applications built on them
Frontend and mobileWeb and mobile interfaces on your chosen frameworks
Technical leadsHands-on engineers who can also guide a small team
Enterprise platformsSpecialists for the business systems your teams run on

Platforms & operations

Cloud, DevOps & infrastructure

Engineers who build, deploy, and keep systems running, across cloud and on-premise environments.

AWSAzureCI/CDKubernetes

Data & quality

Data, analytics & QA

Data engineers, analysts, and test engineers who keep data usable and releases reliable.

SQLBIAutomation testing

Every candidate is screened against your brief before you see a résumé.

02How a search runs

From brief to offer, one owner

One recruiter owns your role from the first call to the start date, so you are never chasing several people for an update.

01
Brief
Agree the work, skills, working model, engagement type, and budget before searching.
You seeA written role brief to approve
02
Source
Search through our recruiter network and direct outreach, built from the brief, not a keyword list.
You seeSearch progress, without the noise
03
Screen
Check skills, experience, availability, and terms against the brief before anyone reaches you.
You seeOnly candidates who passed the screen
04
Shortlist
Send a small set of candidates, each with notes on why they fit and where they may not.
You seeA short list with fit notes
05
Interview
Schedule interviews, collect feedback, and support the offer through to the start date.
You seeFeedback and clear next steps

03Engagement models

Choose how the person joins you

Pick the model that fits the need. The terms, including hourly rate or fee and any conversion terms, are written down before the search starts.

Contract-to-hire

Best when you want to see the person in the role before making a permanent offer.

Contract staffing

Best when the need has a defined end date or a fixed scope of work.

Staff augmentation

Best when your team needs added hands on an active project, under your direction.

Permanent placement

Best when the role is long-term and you are ready to hire directly.

What we own

Sourcing and screening against the agreed brief
Shortlists with notes on fit, rate, and availability
Interview scheduling, feedback, and offer support
Hourly billing on approved timesheets for contract roles

What stays with you

Interview decisions and the final hiring call
Day-to-day direction of the work
System access, equipment, and onboarding to your team
Timesheet approval for contract roles

We won't send a stack of résumés to look busy. You get a short list, and a clear note on why each person is on it.

04Screening

Checked before it reaches you

A good shortlist depends on a clear brief and an honest screen. Both happen before your team spends time in an interview.

01Written brief
The role, skills, and working model agreed in writing before the search starts.
02Skills screen
Experience and technical depth checked against the brief, not taken from the résumé.
03Terms confirmed
Rate, notice period, location, and availability confirmed before you interview.
04Fit notes
Every shortlisted candidate comes with notes on strengths and gaps.

Built forTechnology leadersHiring managersDelivery & program leadsIT services companiesProduct companies

05Getting started

What to send us first

Five answers are enough for us to write the brief and start the search.

Role and responsibilitiesThe title, and what the person will own day to day.
Skills and stackMust-have skills, nice-to-haves, and years of experience.
Working modelOnsite, hybrid, or remote, location, and working hours.
Engagement and budgetContract, contract-to-hire, or permanent, with a rate or salary range.
Start date and interview stepsWhen the person needs to start and who interviews them.

06Start with the requirement

Which role is holding up the work?

Send the role, the skills, and when you need someone. We’ll reply with a draft brief and how we would run the search.

or email info@agilysnxt.com

Other servicesRevenue cycle & medical coding Data services & legacy data