Engineering Recruitment

and

Executive Search


Build your engineering team faster, easier, and more predictably with Centum Search


After scaling 100s of Engineering and IT teams with full-time employees and contractors,

we've developed THE TECREC METHOD to

▫️ cut down time-to-fill

▫️reduce cost-per-hire

▫️build better teams


THE TECREC METHOD guarantees 5 shortlisted candidates aligned with your tech stack in 5 days




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Services

Designed to Scale Teams

We help hiring leaders scale teams and:

  • shorten time-to-fill
  • reduce cost-per-hire
  • enjoy an efficient recruiting process
  • deliver an exceptional candidate experience
  • access diverse talent through strategic sourcing included in every search

Our 5&5 Promise guarantees that you'll receive 5 shortlisted candidates experienced with your tech stack in 5 days.


This all comes together to make your recruiting process more predictable.



Expert Search for Exceptional Leaders

Our executive search is designed to identify and secure elite talent for CTO, CIO, VP, Director and other leadership roles.


Leveraging deep industry insights and a robust network, we connect high-caliber candidates with innovative companies. 


In our Executive Search Practice, we deliver:

  • Specialized industry expertise, essential for identifying and engaging leadership talent.
  • Tailored search strategy, meticulously crafted to target tech stack, domain, and cultural fit requirements, ensuring a well-rounded fit.
  • Confidentiality and Integrity as we uphold the highest standards of discretion and professionalism, protecting both our clients' and candidates' confidentiality throughout the search process.
  • Exceptional candidate experience, enhancing employer branding and increasing offer acceptance rates.
  • Diversity sourcing to ensure hiring leaders access representation and diverse candidates.

This all comes together to achieve The Perfect Fit.

Designed for teams that need an embedded recruiter

Whether your Human Resources or Talent Acquisition team requires a boost, or you need more hands-on, daily support, our Recruiting-as-a-Service provides an experienced recruiter who integrates seamlessly into your team with zero ramp up time.


Ideal for high-volume recruiting for those critical moments in your business.


Guaranteed to deliver results in under 3 weeks, RaaS offers:

  • Technical expertise and specialization, perfect for strengthening generalist TA teams that need to hire engineering talent.
  • Flexibility and scalability, available on an as-needed basis, enabling you to adjust recruiting efforts up or down based on current needs without the fixed overhead of permanent staff.
  • Cost Efficiency, ideal for fluctuating hiring needs, RaaS eliminates the need for ongoing salary, benefits, and other employee-related expenses.
  • Speed, quickly ramp up hiring and significantly reduce time-to-fill.
  • Process improvement, leverage our expertise to refine and elevate your existing recruitment process.

This all comes together to give you greater control over hiring efforts, while ensuring an effective recruitment that deliver results. 

The easiest way to add experienced engineers and bridge hiring gaps - without the complexity and overhead of full-time hiring

When you need to bridge a skills gap or scale your engineering team quickly, our Staff Augmentation service provides pre-vetted engineers ready to integrate seamlessly into your team.


Ideal for:

  • Bridging hiring gaps while searching for permanent talent or during FTE leave
  • Scaling your team without the overhead of full-time employees
  • Reduce hiring risk by working with an engineer before extending a full-time offer
  • Short-term projects that require specialized expertise

Our Staff Augmentation service offers:

  • Access skilled engineers experienced in your tech stack.
  • Professionals who hit the ground running and make an instant impact.
  • Scalability & flexibility to expand or reduce your team as needed.
  • Cost-effective hiring designed to optimize budgets by paying only for the expertise you need, when you need it.

This all comes together to keep your projects on track and your teams operating at full capacity.


Trusted by Startups and Scaleups

John F. | Sr. UX Designer, UI Developer | Financial Services


Michelle helped me land my latest position. She did great research on the company and people that I interviewed with and sent me excellent preparation material.


I highly recommend working with her.

Krishna M. | Data Engineering Manager | Retail Tech


I had the absolute pleasure of working with Michelle. She is by far one of the brightest minds in Recruitment Operations and Delivery.


She will always go the extra mile to ensure that every client is satisfied. Great job Michelle!!!

Charles A. | Artificial Intelligence & Machine Learning Engineer | SaaS


Michelle is a great recruiter. Always checks in with her candidates even after the employment process goes through, and answers all their questions.


I can’t say enough about how professional and kind she is!

Shashi D. | Azure Architect | Retail Tech


I've worked with Michelle for the last 1 year. She is a diligent, detail-oriented leader who consistently displayed a professional demeanor and drive to accomplish any challenges at hand. I would recommend her.

Alex T. | Sr. Software Engineer | EdTech


Michelle is one of the best recruiters I've worked with. And she's something of a lifesaver.


After months clashing with the most challenging tech job market I've experienced, I was quite lucky to have run into Michelle.


She was so professional and immediately helpful — miles above what I recently experienced — outlining the entire interview process, relaying critical expectations of each interview/interviewer, answering my myriad questions, and helping to make sound decisions all the way to the finish line.


I simply cannot recommend her enough. Thanks to Michelle, I've finally found my dream job!

Saleema A. | Software Engineer | EdTech


Michelle is by far one of the best recruiters I've encountered over the years.


After being laid off, I was contacted by countless recruiters who were inattentive, unresponsive, and just not helpful.


Michelle not only was super knowledgeable about the position she was hiring for, she also had a great relationship with the company and was familiar with each person that I interviewed with.


Every step of the process, she took the time to inform me of what to expect and prep me. I really appreciated her attention to detail, and she was always easy to reach and communicate with. I was dreading the process of interviewing and finding a new job during a time when it felt like so many were being laid off, but she made it an easy, painless process.

Erol G. | Applications Engineer | High-tech Manufacturing


Michelle reached out to me and found me a role with an amazing company. She was brilliant in every stage of the process working diligently and efficiently in the process of different interviews. She was knowledgeable about the company and explained all details of the role to make sure I am a good fit.


She was detail-oriented and always followed up after each step. Her responsiveness was great and I was amazed by her communication.


She helped me through the entire process and even followed up after I started my new job. Michelle is an absolute credit to the profession.

Leoncio P. | Sr. Software Engineer | EdTech


Her dedication, attention to detail, and thoroughness played a crucial role in helping me secure my recent job opportunity. I am grateful for her invaluable assistance throughout the interview process.


She took the time to thoroughly understand my qualifications, career goals, and preferences, ensuring that she was well-equipped to match me with the right opportunities. She provided me with comprehensive insights into the company and the specific role I was pursuing. Her attention to detail in briefing me about the organization's culture, values, and interview expectations was exceptional.


Thanks to her guidance, I felt well-prepared and confident throughout the interview process.

Kevin H. | Software Engineer | Consumer Tech


Michelle is an excellent recruiter. I have been working with her for the whole journey, from her reaching out to me through signing an offer with Amazon.


She took time to thoroughly understand my strength and what I was looking for in the role at Amazon.


Michelle communicated the hiring process clearly, and expectations from the hiring manager helped me feel comfortable interviewing and accepting the offer.


Overall, I am impressed with Michelle’s skills as a recruiter and appreciate her dedication to excellence.

John F. | Sr. UX Designer, UI Developer | Financial Services


Michelle helped me land my latest position. She did great research on the company and people that I interviewed with and sent me excellent preparation material.


I highly recommend working with her.

Krishna M. | Data Engineering Manager | Retail Tech


I had the absolute pleasure of working with Michelle. She is by far one of the brightest minds in Recruitment Operations and Delivery.


She will always go the extra mile to ensure that every client is satisfied. Great job Michelle!!!


How It Works


Step 1:  Req kickoff

We learn your hiring needs, target hiring profile and company culture.


Step 2:  Receive 5 Shortlisted Candidates in 5 Days

Don't waste hours going through hundreds of resumes per position or interviewing the wrong talent.


Step 3: Interview and hire

Receive support throughout interviews, reference checks, and offer.



Why Hiring Leaders Choose Us

Let’s Find the Right Talent for Your Team Today!


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Hiring the right engineers is one of the most important decisions tech leaders make. A strong technical interview should: · assess skills fairly, · provide insight into problem-solving and team fit, · and leave candidates with a great impression. This guide explores how to create a structured, unbiased process that predicts future performance and helps you make the best hires. The Importance of a Fair and Effective Technical Interview Technical interviews are a crucial part of the hiring process, especially for software engineers. According to a 2019 LinkedIn report, 83% of tech recruiters believe that the technical interview is the most important part of the hiring process. However, this type of interview can also be a source of stress and anxiety for candidates, potentially affecting their performance and the fairness of the evaluation. Creating a fair technical interview focuses not only on assessing technical skills but also problem-solving, creativity, and a candidate’s potential to thrive within your team. It’s also about ensuring consistency, reducing bias, and providing every candidate with the same opportunity to succeed. A well-structured interview should: Encourage candidate engagement as candidates are more likely to pursue offers if they feel respected and valued during the process. Ensure objective evaluations to help reduce bias and focus on measurable outcomes. Identify hidden strengths which can reveal a candidate’s adaptability, communication skills, and learning potential. However, many hiring leaders unintentionally lose top talent by relying on outdated or overly complex interview practices. Here's how to avoid those pitfalls and make your process both fair and effective. Step 1: Defining Your Evaluation Criteria Before starting interviews, clearly define what you're looking for in this hire. While technical proficiency is paramount, it's not the only factor. A 2023 Stack Overflow survey revealed that 40% of software developers prefer working for companies with a collaborative culture over ones that simply offer competitive pay. Your interview process should assess both coding skills and how well a candidate will fit into your team dynamics and company culture. Whether through behavioral questions or situational exercises, be sure to test for attributes that will determine their long-term success. Step 2: Building the Right Technical Assessment Creating a fair technical interview requires careful consideration. Ensure the assessment aligns with the tasks the candidate will perform in the role. For example, if you're hiring a front-end developer, focus on tasks involving HTML, CSS, JavaScript, or frameworks like React. For a back-end developer, focus on database design or API development. At Centum Search, we’ve seen how well-designed coding challenges provide valuable insight into a candidate’s thought process. Coding tests, whiteboard exercises, or live coding sessions showcase not only a candidate’s problem-solving ability but also their approach to architecture, optimization, and communication. However, technical assessments should go beyond coding accuracy. For instance, you could ask the candidate to explain their thought process as they solve a problem. This not only reveals problem-solving abilities but also tests their communication skills—crucial for engineers in collaborative environments. Step 3: Evaluate More Than Just the Code While coding correctness is essential, it’s just one piece of the puzzle. Exceptional candidates also demonstrate strong problem-solving, adaptability, and clear communication. When evaluating candidates, look beyond the technical solution and: Ask questions like, “Why did you choose this approach?” or “What trade-offs did you consider?” Assess their thought process and whether their explanations are logical and clear. Listen to how candidates ask follow-up questions to better understand the task and how they articulate complex solutions. Assessing soft skills will be beneficial in helping you identify the most well-rounded candidates for your team. Step 4: Encourage Reflection to Assess Growth Potential Reflection questions are invaluable for assessing a candidate’s ability to learn and grow. These questions gauge adaptability, self-awareness, and long-term potential. Ask candidates to reflect on their approach with questions like: “What would you do differently if given more time or resources?” “How could this solution be improved for larger-scale systems?” Reflection encourages candidates to think beyond the immediate task and demonstrates their ability to learn from experiences and improve their work. Step 5: Mitigating Bias and Ensuring Consistency A fair technical interview means addressing bias in the process. Research by Harvard Business Review shows that unintentional biases can skew evaluations, with candidates from underrepresented groups receiving lower ratings despite equal qualifications and performance. Standardizing the interview process—using consistent technical questions or implementing a rubric to score responses—helps reduce bias. Consider panel interviews with diverse team members to provide a more balanced perspective on a candidate’s abilities. Step 6: Create a Positive Candidate Experience A fair interview also means providing candidates with clear feedback and next steps. This step not only reflects well on your company but also creates a positive experience, regardless of whether the candidate is selected for the role. Glassdoor research shows that 77% of job seekers are more likely to accept an offer from a company that provides timely feedback. Constructive feedback helps candidates grow, and even if they’re not the right fit for your team, they may be a great fit elsewhere in your company—or a strong candidate for your future roles. By fostering a transparent process, you also build your reputation as an employer of choice, attracting top talent. Remember, the interview process is a two-way street—candidates are evaluating your company just as much as you’re evaluating them. A positive interview experience can enhance your chances of securing top talent and improving your company’s reputation. To ensure a great candidate experience: Be transparent and share the interview format, timeline, and expectations upfront so candidates can prepare. Provide constructive feedback after the interview, even to candidates who aren’t selected. This shows respect for their time and could encourage future referrals. Stick to the agreed schedule and avoid overly long or complex interview loops. The Payoff of a Fair and Effective Interview Process Creating a fair and effective technical interview process is more than just evaluating a candidate’s technical skills. It ensures consistency, reduces bias, and fosters a positive experience that benefits both the candidate and your team. By implementing clear problem statements, evaluating candidates holistically, using realistic scenarios, and fostering a positive experience, you’re not only improving your chances of hiring top talent but also contributing to a stronger, more collaborative team culture. At Centum Search, we help Engineering organizations hire faster, easier and more predictably. A great interview process is key to making the best hiring decisions—ensuring your team’s long-term success and growth.
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