Vortexuf

For employers

Fewer profiles. More signal.
Roles that finally close.

Engineering hiring is where Vortexuf lives. Backend, frontend, full-stack, mobile, platform, SRE — permanent or contract, IC or lead. Here's exactly what working with us looks like.

Brief us on a role → Perm vs contract

The real problem

Inbound gives you volume, not signal.

Post a senior role and you'll drown in applications — ninety percent won't clear the first screen. Your best future hire isn't in the applicant pile; they're three companies over, mildly bored, and open to a conversation nobody's started with them yet. Closing hard roles isn't about screening more resumes faster. It's about reaching the people who never send one.

How a search runs

You send us a role. Here's the pipeline.

step_01calibrate · 48h

A calibration call, not a form

Within 48 hours we pressure-test the JD: is this a Go role that's really asking for Kubernetes depth? Is the seniority band realistic for the budget? We'd rather fix the brief on day one than send five wrong profiles on day five.

step_02source

Reach the engineers who aren't looking

Most senior engineers we place were not looking when we found them. We map the companies solving problems like yours, reach the right people directly, and screen for real signal before anything hits your inbox.

step_03screen

A proper technical conversation

Depth on the stack, ownership on past work — incidents they've owned, trade-offs they've made — plus a straight read on motivation and notice period. No keyword matching dressed up as screening.

step_04shortlist

A tight shortlist with honest notes

Engineers who fit the stack, the level and the team — with notice period and any counteroffer risk baked in from the start, not discovered in week three.

step_05close

We stay through offer and notice

The stage where good hires quietly fall apart if nobody's managing it. We flag risks early so you can move decisively when a counteroffer lands.

Permanent vs contract

Picking wrong is expensive both ways.

We do both — and we'll tell you straight which one fits, even when it means a smaller engagement for us.

// permanent

Go permanent when the work is core

The systems this person builds will still matter in two years, and you want them owning the roadmap, mentoring, staying. Most engineering, product and data-platform roles sit here.

roadmap ownership mentoring long-term core
// contract

Go contract when the need is time-boxed

A migration, a launch crunch, a specialist skill for one quarter, or a gap you need covered now while you run the perm search properly. Spin up a squad, ship, wind down — no long-term overhead.

migrations launch crunch specialist squads

The quality promise

A shortlist you could actually interview.

Three to five, not twenty

People who fit the stack, the level and the team — so your loop moves fast because it isn't clogged with maybes.

Risks flagged upfront

Counteroffer risk and offer-to-join risk called out before the offer, not after everyone's invested three weeks.

Honest calls on the brief

We'll say when a brief is unrealistic for the budget, and recommend contract over perm when that's the right shape.

A practical tip we live by

Have the honest comp-range conversation early — a real band before the deep loop. It's the fastest path to a signed offer, not friction.

How it plays out

90+ days open → closed in weeks.

A product company came to us with a senior platform engineer role — Go plus Kubernetes, someone who'd actually run infra at scale, not just touched it — open 90+ days. Their inbound was full of people who'd listed the right tools but never owned them in production. We mapped teams running similar infrastructure and reached engineers who fit, most of them not job-hunting. We screened for real depth: incidents they'd owned, systems they'd kept alive at 3am. Four names went to the client, each with notice period and counteroffer risk flagged. One got a strong counteroffer — we'd flagged the risk early, so the client moved decisively and closed another. Signed and joined inside a few weeks of that first shortlist.
// Generalised, anonymised. The role wasn't unfillable — it was unreachable through inbound.

Start a search

Need to fill a role that's been open too long?

One role or a full contract squad — let's figure out the right shape.

Brief us on a role → hello@vortexuf.com