Practices / 01 Technology
Specialists, judged on the work they’ve shipped.
Engineers, architects and platform specialists in cloud, Azure, AWS and Salesforce, assessed on the work they’ve shipped and the systems they’ve run, not just the keywords on their résumé.
01The problem
Good engineers rarely answer job posts.
Some technology roles never fill from a job post. The people who can do them are already employed and not looking, and a keyword match can’t tell a real specialist from a résumé that only uses the right words.
We find people through direct approaches and referrals, not job boards. Before anyone reaches you, we’ve talked through what they built, what they ran in production, what broke and what they did about it. Then we write it down.
02Roles we recruit
Where the practice works.
03How we assess
What we look at before you do.
- i.
The work, not the keywords
What they shipped, what they own today, and what they’d do first in the role with you.
- ii.
Systems they’ve run
Scale, on-call, incidents, and the trade-offs they made.
- iii.
Why they’d move
The specific reason this role beats the one they have.
We place permanent, full-time hires. Fees: contingency, so there’s no fee until you make a hire. 20% of the hire’s first-year salary, with a 45-day replacement guarantee. How fees work
04Past work
Searches Tim has supported.
Microsoft Azure specialists for a major aerospace and defense company: cloud architects, DevOps engineers and developers. The skill sets were niche enough that standard sourcing couldn’t reach them, so the work relied on targeted outreach, technical screening and passive-candidate sourcing.
These searches were run by Tim Davin in agency and in-house roles, before and outside Timothy Patrick. Clients are not named.
Other practices
Have a technology role that won’t fill?
Send us the job description and we’ll tell you straight whether it can be filled as written. No cost, no commitment.