Permanent Placement and Direct Hire for Tech Enterprises
Precision search for full-time technology roles - from senior engineers to functional leaders. No resume overload. Curated shortlists with rationale, scoring, and role-context proof.
Why Max 5 Profiles Changes Everything
Maximum 5 Profiles Per Shortlist
Every profile pre-reviewed and scored by a domain expert. No resume spam. Every submission comes with a written rationale explaining exactly why this candidate fits this role.
Role Discovery Brief First
Before a single search is run, we share a written brief summarising our understanding of the role - success criteria, domain context, cultural signals. You validate it. Then we source.
Replacement Guarantee with SLA
If a hire exits within the guarantee window, we replace at no additional charge. Post-hire monitoring data helps us understand why - and prevents it from happening again.
From Intake to Offer - Fit at Every Stage
Fit Discovery Session
45-minute structured intake with the hiring manager. We decode what success in this role actually looks like - domain context, team dynamics, past failure modes, and future-readiness requirements.
Role Discovery Brief
A written one-page summary of our role understanding, shared with you before sourcing begins. Validated by you. This single document prevents most hiring failures before they happen.
FYRE™ Yield Matching
Sourcing, screening, and AI-backed multi-layer scoring. Maximum five profiles, each with written rationale. Quality-to-shortlist ratio target: 70% or above.
Assessment and Validation
Scenario-based assessments and caselets for shortlisted candidates. Reference checks with structured frameworks. Cultural alignment validation before offer stage.
Offer Management and Post-Hire Loop
Offer structuring, counter-offer coaching, joining coordination, and 90-day post-hire check-ins. The loop closes back into the hiring engine for every future requirement.
Frequently Asked Questions
Common questions from TA leaders, procurement heads, and tech hiring decision-makers.
How does Qfyre's permanent hire process differ from a standard recruitment firm?
Most firms start with a job description and send CVs. Qfyre starts with a structured Fit Discovery session with the hiring manager before any sourcing begins. We map the role across technical requirements, team context, culture fit markers, and 90-day success indicators, and produce a written brief that every profile is assessed against. Shortlists are capped at five profiles, each with written rationale. The process is designed to get to the right hire in fewer rounds, not just faster.
What technology domains does Qfyre cover for permanent placement?
Our permanent hire practice covers cloud architecture, AI and ML engineering, data engineering and analytics, DevOps and platform engineering, cybersecurity, application development, and technology leadership. We have domain depth across BFSI technology, Healthcare IT, and Hi-Tech product engineering. If a requirement falls outside our genuine expertise, we will say so directly rather than take a brief we cannot deliver on well.
What happens after an offer is accepted?
Offer stage is where many placements unravel. We handle counter-offer coaching, candidate briefing on the real role context, and joining coordination. After the hire joins, we conduct structured check-ins at 30, 60, and 90 days, gathering independent feedback from both the hiring manager and the candidate. That data informs how we approach your next requirement.
Can Qfyre work alongside an existing preferred supplier arrangement?
Yes. We operate alongside existing supplier panels without requiring exclusivity. For VMS or MSP-governed programmes, we work within your existing infrastructure. The relevant question is whether your current panel is producing the shortlist quality you need for senior and specialist tech roles, particularly where the cost of a poor fit is significant.