Hired By
Engineers.
Not Guessed.
Your recruiter moves on.
You live with the hire.
We only send candidates we'd hire ourselves.
3–5 CVs. Every one a serious contender.
Hiring Data & AI Talent
Is Broken.
You don't need more CVs. You need better ones. Here's what's costing you.
Recruiters don't understand technical roles
They can't tell a Data Scientist from a Data Analyst. They filter by "Spark" and "dbt" with no understanding of what those mean in context — and you get 25 CVs worth nothing.
Result: 20+ engineering hours wasted per roleCVs look good but fail in interviews
Candidates who list every tool in your stack can still tank your architecture review in 20 minutes. Surface-level screening misses the depth that actually matters.
Result: Failed hires after months of interviewsThe job spec is already wrong before the search
80% of Data & AI job descriptions are written by HR teams who've never built a pipeline. You hire for the wrong role, then wonder why the fit is off after six months.
Result: 3–6 months of misaligned headcountHiring takes months with no results
Your engineers' time goes on reviewing people who should never have made the list. Your data roadmap stalls. The recruiter gets paid. You get the problem.
True cost of a wrong senior hire: £80,000–£120,000+"Most Recruiters Google the Stack.
We've Built It."
Four Unfair
Advantages.
We don't just fill roles. We architect teams. Every decision — sourcing, screening, matching — is made the way an engineering leader would make it, not a sales-target-chasing recruiter.
The Factyze
Fit Score™
Our in-house AI model scores every candidate across 50+ signals — technical depth, stack alignment, problem-solving logic, communication quality, seniority calibration, and cultural fit. You don't get a CV. You get a verdict, a score, and a written rationale. No guessing. Just data.
See how it works →Practitioner-Led Screening
Every candidate is screened by someone who's built the systems, not read about them. We probe architecture decisions, challenge trade-offs, and test reasoning under ambiguity — the same way your senior engineer would. If they can't convince us, they never reach your inbox.
Architecture-Aware Role Design
Before we search, we fix the spec. We map your stack, identify the actual gap, and translate business pain into a precise candidate profile. Most bad hires start with a bad brief. We don't let that happen.
The Technical Report
Every candidate comes with a written report covering architectural reasoning, communication clarity, tool depth, and a clear recommendation. You know the "why" before the first call. No surprises. No wasted interviews.
"Hiring for Architecture"
Means This.
It means we evaluate whether a candidate can understand — and improve — your entire data ecosystem. Not just whether they know the buzzwords.
System Design
Can they explain why they chose Snowflake over BigQuery for a specific use case — and what the trade-offs were? We probe this.
End-to-End Data Flow
Do they understand how data moves from a source API to a BI dashboard without breaking — and how to debug it when it does?
Future-Proofing
Can they build a pipeline that handles 10× the current data volume without a full rebuild? This is the question that separates good from great.
Simple 4-Step Process.
Zero Wasted Interviews.
Understand Your Stack
We audit your team structure, current stack, and hiring spec. We challenge what you think you need before a single search begins. This is where most agencies skip a step — and why they send you the wrong people.
AI-Assisted Candidate Matching
Our model scans LinkedIn, GitHub, and specialist communities and scores profiles across 50+ data points — technical depth, stack alignment, seniority calibration, and cultural fit signals — matched to your exact role.
Technical Screening by Engineers
Every candidate passes a real engineering-grade interview. Architecture decisions, trade-off reasoning, and stack depth — assessed the way your lead engineer would. If they can't pass our bar, they don't reach yours.
High-Quality Shortlist (3–5 Candidates)
You receive 3–5 candidates, each with a Fit Score and a written Technical Report. You interview signal, not noise. Your engineers' time stays on the roadmap where it belongs.
If It Touches Data or AI,
We Place It.
From the engineer laying the pipes to the leader setting the roadmap. Click any role to learn what we look for.
If We Wouldn't Hire Them,
We Won't Send Them.
Every candidate on your shortlist has been reviewed, scored, and cleared by someone who understands the job as well as the people you're trying to hire. That's not a promise — it's the only way we operate.
Every Objection. Answered.
Ready to Build a
High-Performance
Data Team?
Partner with the team that knows the code as well as the candidates. Book a free 20-minute audit — no pitch, no pressure, just clarity.