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Hire Once.
Hire Right.
A permanent hire is the highest-stakes decision in your hiring cycle. Hire Nexera delivers technically-screened, culturally-aligned IT professionals who stay — backed by a 90-day replacement guarantee and a 92% 12-month retention rate.
- First shortlist in 5 business days
- 92% 12-month placement retention rate
- 90-day free replacement guarantee
- Deep cultural & technical alignment — not just keywords
Full-time talent that stays,
performs, and grows with you.
Permanent staffing places full-time IT professionals directly into your company as employees — not contractors, not temps. They join your team, your culture, and your mission with the intent to stay.
At Hire Nexera, our permanent staffing services go beyond matching keywords to job descriptions. We source, technically screen, and culturally validate every candidate before they reach you — so the engineers, leaders, and specialists you hire are built for the long run, not just the first month. Our 92% 12-month retention rate exists because we treat every permanent placement as a long-term investment in your team.
The most expensive mistakes in tech hiring are permanent ones.
A bad permanent hire costs an average of 1.5–3× the annual salary when you factor in lost productivity, re-hiring costs, and team disruption. These are the three reasons it keeps happening.
Resumes look better than the candidate
Keyword-optimized resumes make poor candidates look senior. Without real technical screening, you're making permanent hiring decisions based on formatting, not ability. The cost of that mistake isn't a month — it's a year.
Culture fit is ignored until it's too late
Technical skill gets someone through the door. Culture fit — how they communicate, how they handle disagreement, how they behave under pressure — determines if they stay. Most agencies don't assess this. We do.
The process takes far too long
The average time to permanently hire a senior engineer in the US is 60+ days. By the time most agencies deliver a shortlist, your best candidates have already accepted other offers — often from your competitors.
Permanent staffing that prioritises the hire that lasts.
We only work in tech, which means we understand what each permanent role actually demands — not just what the job description says. Our process is built specifically around long-term outcomes.
Technical depth, not keyword matching
Every candidate completes a structured technical assessment reviewed by engineers. We verify what they claim, challenge what they can't explain, and only pass those who demonstrate real ability.
Cultural alignment assessed — not assumed
We assess communication style, conflict approach, remote working habits, and values alignment as part of every permanent placement. Technical fit gets them in. Cultural fit keeps them.
Shortlist in 5 days — not 5 weeks
We draw from a pre-vetted talent network, not a cold database. You receive 3–5 carefully selected candidates in under 5 business days — each with a written context note explaining the match.
90-day replacement guarantee, no conditions
If a permanent placement doesn't work out within 90 days for any performance-related reason, we find a replacement at zero additional cost. The terms are in writing before we begin.
Every permanent IT role — done right.
We only recruit in technology. That means we understand what each permanent role truly demands — technically, culturally, and at the level of seniority you need.
Software Engineers
Frontend, backend, and full-stack engineers placed permanently across all major languages and frameworks.
DevOps & Cloud Engineers
Permanent infrastructure, platform, and cloud architecture specialists who own your stack long-term.
Data & AI Engineers
Permanent data scientists, ML engineers, and analytics leads who build and own your data infrastructure.
Engineering Managers & VPs
Technical leaders placed permanently — people who build teams, set architecture direction, and ship products at scale.
Cybersecurity Engineers
Permanent application security, cloud security, and compliance specialists — not just for a project, for your team.
Product & UX Designers
Permanent product designers and UX researchers who embed into your team and own the design system long-term.
From brief to permanent hire in 4 steps.
Transparent, fast, and built around quality — not volume. You'll know exactly what's happening at every stage.
You Brief Us
We go beyond the job description. We ask about team dynamics, engineering culture, growth expectations, and what a 12-month success looks like for this hire.
Day 1We Source & Screen
We activate our pre-vetted network and run technical + cultural assessments. Only the top 3% of applicants pass our full vetting process before reaching your shortlist.
Days 1–4You Interview
We present 3–5 shortlisted candidates with a detailed written profile per person — including our technical assessment summary and cultural fit rationale. You interview with confidence.
Day 5You Hire — Guaranteed
You choose your hire and we support the offer and onboarding stage. A 90-day replacement guarantee is included on every permanent placement — no exceptions.
Day 6+Only the top 3% reach your shortlist.
For permanent placements especially, we don't take shortcuts. Every candidate goes through a structured 4-stage process designed specifically to validate long-term fit — not just whether they can pass a coding test.
Cognitive & Communication Screen
English proficiency at C1/C2 level, logical reasoning, and async communication quality. 60% of applicants don't pass this stage. We set a high bar because communication failures are the #1 cause of permanent hire failures.
Technical Assessment
Role-specific coding challenges and systems design exercises that test real engineering judgment — not just LeetCode recall. Conducted in a proctored environment with verified identity to ensure integrity.
Live Technical Interview
A 90-minute live session with a senior engineer. We dig into past project decisions, architecture choices, and how the candidate handles technical disagreement and uncertainty — the things that determine long-term fit.
Culture & Long-Term Fit
We assess values alignment, working style, motivation for a permanent move, and career trajectory match against your team and mission. We also conduct reference checks specifically designed for permanent placement context.
Permanent staffing built for engineers, by people who understand them.
Most IT staffing agencies track CVs sent. We track engineers retained. That difference is why our clients keep coming back.
Tech-native team
Our recruiters come from engineering backgrounds. We understand your stack, your architecture decisions, and what seniority actually looks like in practice — not on paper.
Shortlist in 5 days
We draw from a pre-vetted active talent pool, not a cold database. Your brief is activated the same day, and your shortlist is typically ready in under 5 business days — even for senior roles.
90-day replacement guarantee
Every permanent placement includes a 90-day free replacement clause. If the hire doesn't work out for any performance-related reason, we find a replacement at no additional cost.
Maximum 5 candidates per role
We don't send stacks of CVs to cover our bases. Every shortlist is capped at 3–5 candidates, each with a written rationale explaining why they match your specific role and team.
Global reach, local-quality standards
We place permanent hires from the US, UK, Europe, LatAm, and Asia — applying the same vetting rigour regardless of geography. Global access without quality compromise.
No payment until placement
We don't charge retainer fees, engagement fees, or upfront costs. You pay a single success fee only when your chosen candidate starts. Our success is literally tied to yours.
A 92% 12-month retention rate is not an accident
It's the result of taking cultural alignment as seriously as technical skill at every stage of every permanent placement. Engineers who are technically strong but culturally misaligned leave within months — and they take institutional knowledge, team morale, and your hiring budget with them. We assess both. That's why our placements stay.
We understand the sector you're hiring for.
Sector-specific knowledge means we know what "great" actually looks like for a permanent engineering hire in your industry — not just on a generic job spec.
What a great permanent hire actually looks like.
Real outcomes — not just placements made, but engineers who stayed and delivered.
The engineer Hire Nexera placed as our permanent Engineering Manager is still leading the team 18 months later. He's promoted two people, rebuilt our deployment pipeline, and cut our incident rate by 40%. That's what a great permanent hire looks like.
We'd had two failed permanent hires in the same role before Hire Nexera. Their intake process was the difference — they asked questions no other agency asked. The candidate they placed has been with us for over a year and is genuinely excellent.
5 permanent engineers placed in one quarter, all still on the team 14 months later. We've tried four other agencies over the years. None of them come close to the quality or the consistency Hire Nexera delivers on permanent roles.
Frequently Asked Questions
Honest answers to the questions every hiring manager asks before making a permanent IT hire through an agency.
Permanent staffing places an IT professional directly into your company as a full-time employee — they join your payroll, your benefits, and your team with no predetermined end date. Contract hiring places professionals for a defined period, typically 3–12 months, without long-term employment commitment. Permanent staffing is the higher-stakes engagement because the hire is meant to stay, grow, and contribute over years rather than sprints. It requires deeper vetting — particularly around cultural fit, career motivation, and long-term alignment — which is why our permanent placement process includes stages that contract hiring doesn't.
For most permanent IT roles — including software engineers, DevOps engineers, data scientists, and engineering managers — our first shortlist is ready within 5 business days. For senior leadership roles such as VP of Engineering or Head of Data, this may extend to 7–10 days depending on specificity. We'll always give you a realistic timeline before we start, based on your exact brief. Speed without quality is not a trade we make on permanent placements.
If a permanent placement doesn't work out within 90 days for any performance-related reason — including technical underperformance, communication issues, or cultural misalignment — we find a replacement at no additional cost. The guarantee terms are defined clearly in your engagement agreement before we begin. There are no hidden conditions, no blame-shifting, and no minimum tenure requirements to qualify. We define "not working out" the same way you do.
Cultural assessment for permanent placements is part of Stage 4 of our vetting process. We evaluate communication style in depth — including async communication quality, how they handle disagreement and conflict, how they respond to ambiguity, and what their working preferences are. We also assess career motivation: whether a permanent move aligns with where they want to be in 2–3 years, and whether your company's mission and growth trajectory genuinely fits their trajectory. We start the cultural brief during our intake call with you — the more you tell us about your team, the more precisely we can filter.
Yes. Background screening is available for all permanent placements and includes employment history verification, education credential validation, and criminal record checks conducted in accordance with local regulations. For international hires, we conduct jurisdiction-appropriate checks that comply with applicable employment laws. Reference checks are part of our standard Stage 4 vetting for every permanent candidate — we speak directly to previous engineering managers or technical leads, not just HR contacts.
Yes — many of our permanent placements are international hires, particularly for remote-first companies. We source permanently from the US, UK, EU, Eastern Europe, LatAm, and select Asian markets. For overseas permanent hires, your legal team manages the employment contract in your jurisdiction. In some cases, we can facilitate Employer of Record (EOR) arrangements for specific countries. We'll walk through the legal structure clearly during our initial call — the right approach depends on your hiring country and the candidate's country of residence.
We charge a single success fee for permanent placements, calculated as a percentage of the placed candidate's first-year base salary. The fee is quoted clearly and agreed before we begin — there are no retainer fees, no monthly charges, and no payment until your chosen candidate starts. We'll give you the exact fee during our first conversation, before you commit to anything.
If the placement resigns or leaves within the 90-day guarantee period, we treat it the same as a performance-based failure — we begin the replacement process immediately at no additional fee. Our Stage 4 vetting process assesses long-term motivation specifically to reduce this risk: we look carefully at whether the candidate is genuinely committed to a permanent move, or is using the offer as leverage elsewhere. Our 92% 12-month retention rate reflects how seriously we take this. Early departures are rare — and when they happen, we act fast.