Permanent Staffing Services for Engineering Teams
Hire Nexera provides permanent staffing services for companies hiring engineers onto their own payroll. You brief us once and receive three scored candidates in five business days, each one through a technical interview run by a working senior engineer. Every placement carries a 90-day replacement guarantee.
candidates scored and explained
Key points
- Three scored candidates in five business days, drawn from a pre-vetted pool
- A 90-day replacement guarantee written into the agreement, with the exclusions published below
- Technical interviews run by working senior engineers, not recruiters
- Technology roles only: engineering, DevOps, data, security, QA, and technical leadership
- Reference checks, offer support, and structured check-ins at day 7, day 30, and day 90
- One point of contact from intake through to the final check-in
What our permanent placement services include
Every permanent search covers the following:
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A structured intake capturing stack, seniority, timezone overlap, and the product the engineer will work on
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A shortlist of three candidate profiles, each with an assessment score, a written summary of strengths and gaps, and a 60-second video introduction
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All interview scheduling, reminders, and follow-up on both sides
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Reference checks with at least one former manager or client
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Offer support: rate benchmarking against the candidate's market, counter-offer preparation, and help with contract paperwork
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Structured check-ins at day 7, day 30, and day 90 after the start date
Sourcing, advertising, assessments, and interview time all sit inside the engagement. One agreement covers the search from the intake call to the day 90 check-in.
Book a 30-minute intake callWho permanent staffing suits
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Roles that continue past twelve months.
If the work has no end date, a permanent hire costs less over the life of the role than a contractor billing monthly.
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Roles core to your product and roadmap.
Product context compounds. A contractor leaves and takes it with them; a permanent engineer builds on it.
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Teams that need people invested in outcomes.
Contractors are accountable for delivery against a scope. Permanent engineers own the consequences of their decisions six months later, which changes how they build.
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Companies whose interview panel cannot yet assess technical depth.
If the first engineering hire is being interviewed by founders without an engineering background, external technical screening is the safeguard.
Permanent IT staffing
One brief. Three scored candidates
Send us the role, the stack, and the seniority you are hiring for.
- Three scored candidates
- Five business days
- 90-day replacement guarantee
How our permanent IT staffing services work
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01
Intake call, Day 1.
Thirty minutes. Alongside the requirements, we ask what your last unsuccessful hire got wrong, because that tells us more than the job description does.
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02
Pool search, then active sourcing, Day 1 to 2.
We search our vetted pool first. Candidates clear a portfolio and repository review and a screening call before going further. When a match already exists in the pool, your shortlist can arrive within 48 hours.
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03
Technical assessment, Day 2 to 3.
A take-home task matched to your stack, reviewed for structure, naming, and error handling, not only for whether the output is correct.
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04
Technical interview, Day 3 to 4.
Forty-five minutes with a senior engineer: code review, one system design discussion, one scenario problem.
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05
Shortlist delivered, Day 5.
Three scored profiles, with our reasoning on each and a written note on where each candidate is weaker.
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06
Your interviews and offer, Week 2 to 4.
We coordinate scheduling and debrief after each round. Expect two to four weeks from brief to signed offer, most of which is your interview loop rather than our sourcing.
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07
Onboarding and check-ins.
An onboarding checklist 48 hours before the start date, then structured check-ins at day 7, day 30, and day 90.
Placement terms
Scored, not stacked
Every profile carries an assessment score and a written note on where the candidate is weaker.
- Engineer-led interviews
- Reference checks
- Day 7, 30 and 90 check-ins
What we screen for in permanent hires
The bar is higher on a permanent search than a contract one, because you are buying a decision that is expensive to reverse.
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Depth over exposure.
A candidate who has used a framework on one project is not the same as one who has maintained a codebase through two major version migrations. We ask what broke and what they changed as a result.
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Reasons for leaving, across the whole history.
One short stay means nothing. A pattern of leaving at the eleven-month mark is a signal worth understanding before you make an offer, not after.
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What they want next.
A senior engineer who wants to move toward architecture and is being hired into a delivery role will be gone within the year. We check the direction of travel against the role you are actually offering.
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Timezone overlap, measured in hours.
A candidate saying they keep flexible hours is not an answer. We record how many hours a candidate will genuinely be online against your working day. Four hours of overlap works for most product teams. Below two hours, standups and code review stop functioning regardless of how strong the engineer is. This is central to remote recruitment.
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Written communication.
On a distributed team, writing is a core part of the job. We read a candidate's public pull request descriptions and issue comments where they exist.
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Notice periods that will move your start date.
Contractual notice runs to three months in some markets, and candidates on employer-sponsored visas may need transfer processing on top of it. We put the actual figure on the shortlist so a 30-day plan does not quietly become 90.
What we need from you
The searches that run to five days share the same three inputs. The ones that stall are usually missing one.
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A named decision-maker with interview slots open in week two.
Shortlists go stale. Strong engineers usually hold two or three conversations at once, and a two-week gap before your first interview loses them to whoever moved faster.
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A salary range you will actually pay.
Not a placeholder. We benchmark against the candidate's market and tell you at intake if the range is 15% or more below it, rather than after three rejected offers.
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One honest description of the work.
Two paragraphs from the engineer who will sit next to this hire beats a formal job description every time, and it is what our screening call is built around.
What the guarantee covers
If the engineer resigns, or you end the engagement for performance or fit reasons, within 90 days of their start date, we run the search again and place a replacement at no additional cost.
Book a 30-minute intake callTwo things fall outside it, and we would rather say so here than in a clause you find later.
The guarantee does not cover a role eliminated through restructuring or a change in your funding position, because that is not a hiring failure. It also does not cover a placement where the scope of the role changed substantially after the start date, since we would be replacing against a brief we never worked to. In both cases we will still run the new search on reduced terms, agreed before we begin.
Why choose Hire Nexera as your permanent staffing agency
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We work in technology only.
No marketing, no finance, no operations. That restriction is why we can tell a mid-level React developer from a senior one during a 20-minute call, and why you will never receive a Node.js profile for a Go position.
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Engineers run the technical assessment.
A senior developer in the candidate's own stack conducts the interview and writes the score. Recruiters coordinate; they do not grade.
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Three candidates, scored and explained.
Choice overload is why shortlists of twelve sit unopened for a week.
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We publish what voids the guarantee.
Nearly every permanent staffing agency advertises 30 or 90 days. Few will name the exclusions before you sign.
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One point of contact.
The person on your intake call is the person on your day-90 check-in. No handoff to an account team.
How we scope and quote
Permanent placement is a one-time fee, and we quote per role rather than publishing a rate card, because the number depends on seniority and how scarce the stack is. A senior security engineer and a mid-level frontend developer are not comparable searches.
You get the figure in writing after the intake call, before any sourcing starts, alongside the timeline and the guarantee terms. Nothing is billed until you have signed.
Frequently Asked Questions
Start a permanent search
Send us one role. Brief us on Monday and review a scored shortlist by Friday.
Book a 30-minute intake call