Success stories

Some real searches, told without names. The challenge each company had, how we approached it and what we brought beyond CVs.

Product Manager

E-commerce scale-up in Barcelona

The challenge

It was their first Product Manager. The CEO was doing product part-time and the engineering team took requests from everywhere. Nobody was sure whether they needed a PM, a PO or someone more technical.

What we did

  • Two sessions with the CEO and CTO to define the role before searching: which decisions it would own and which it would not.
  • A market map of PMs with marketplace and growth experience, not just backlog management.
  • A short case on their own product in the final interview instead of a generic test.

Outcome

Someone who put the roadmap in order and freed the CEO from day-to-day product work. What they valued most: starting the search with a well-defined role.

Squad Tech Lead

Technology consultancy building digital products for large corporations

The challenge

They needed a technical leader who would keep coding while managing people. Applicants were either strong engineers with no management experience or managers who no longer wrote code.

What we did

  • Direct search among active tech leads, mostly at product companies.
  • A leadership interview built on real team situations: hard feedback, priorities with the Product Owner, incidents.
  • Technical validation with their CTO, prepared with the candidate so it felt like a conversation, not an exam.

Outcome

A tech lead who covers both sides of the role. It was the first of several searches they gave us for the same team afterwards.

Security Engineer (Red Team)

Technology company with an in-house security team

The challenge

A very scarce profile: almost nobody with real Red Team experience is looking, and those who exist get recruiter messages every day.

What we did

  • Searching in communities and among people with public work (CTFs, research, talks), not only on LinkedIn.
  • Personal outreach explaining the team’s real scope and the kind of engagements, which is what these people care about.
  • A short, confidential process, with the technical conversation with the head of security in the first week.

Outcome

A hire of someone who was not actively looking. We then also filled a Pentester role for the same team.

Senior HR Business Partner

Growing technology company with teams in several countries

The challenge

They needed an HRBP who understood how engineering teams work and could coach technical managers, not just run HR processes.

What we did

  • A search focused on HRBPs who had already worked with tech or product organisations.
  • Interviews based on real cases: a technical manager who avoids feedback, a fast-growing team, a delicate exit.
  • References checked with the candidate’s former technical managers.

Outcome

A headquarters hire who speaks the language of tech teams. It is the kind of role that shows we recruit beyond engineering.

Data Platform Engineer

Digital product company building its data team

The challenge

They wanted someone to build the data platform from the ground up, but the first job description mixed Data Engineer, analyst and DevOps tasks.

What we did

  • We rewrote the job description with the Head of Data to separate must-haves from nice-to-haves.
  • A search for people with cloud data infrastructure and orchestration experience, not only pipeline work.
  • A short shortlist with a note per candidate on why they fit and which risks we saw.

Outcome

A platform engineer who now supports the rest of the data team. The key was narrowing the role before going to market.

iOS Engineer

Consumer app with users across Europe

The challenge

They were competing with better-known companies for the same iOS engineers and losing candidates at the final stage.

What we did

  • Explaining the product and the technical challenge from the first message instead of a generic pitch.
  • Interview slots agreed in advance so there were no dead days between stages.
  • An open salary conversation from the start so the offer surprised nobody.

Outcome

Offer accepted with no counteroffer in the way. The most useful change was shortening the process, not raising the salary.

Searches closed successfully

A sample of the roles we have filled. Companies kept confidential.

  • Squad Tech LeadEngineeringClosed
  • Android EngineerEngineeringClosed
  • iOS EngineerEngineeringClosed
  • QA EngineerEngineeringClosed
  • Frontend Engineer (React)EngineeringClosed
  • Engineering ManagerEngineeringClosed
  • Security Engineer (Red Team)SecurityClosed
  • PentesterSecurityClosed
  • Site Reliability Engineer (SRE)CloudClosed
  • DevOps EngineerCloudClosed
  • Data EngineerData and AIClosed
  • Data Platform EngineerData and AIClosed
  • Machine Learning EngineerData and AIClosed
  • Product ManagerProductClosed
  • Product OwnerProductClosed
  • UX/UI DesignerProductClosed
  • Senior HR Business PartnerPeopleClosed
  • Performance Marketing ManagerMarketingClosed
  • Legal Counsel (Tech)LegalClosed
  • FP&A ManagerFinanceClosed

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