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We work on the role before we work on the search.

We help companies hire technology people — one permanent hire, or a whole technology team. We start with what the role has to do for your business, because that is usually what decides who is right for it.

PermanentContract & projectExecutive search Niche & hard-to-fillTeam buildVietnam & APAC
When it is worth the call

Six situations where posting the role is not the answer.

These are the situations where specialist search usually earns its place.

01
The role has been open for months. Re-posting the same advert rarely works. Usually one of three things is wrong: how the role is described, what the market can supply, or what you are offering. Working out which one is where we start.
02
The skills are genuinely rare. Specialist engineering, security, cloud, data and AI — and people who combine two or three of them. When only a small number of people can do the job, reaching them directly matters more than advertising widely.
03
The role is hard to describe. If it is not yet clear which requirements are essential and which are preferences, any shortlist is guesswork. Sorting that out often changes who the role suits.
04
The people you want are not looking. Strong technology people are often not actively looking for a job. Reaching them is different work from handling applications.
05
You are building a team, not filling one role. A new department, a new product team, or the first engineering hire in a new office. The order you hire in matters as much as who you hire.
06
Your own team has no capacity. Your recruiters are already full, or your engineering managers are spending the week screening CVs. Bringing in help here is usually about protecting their time, not replacing them.
What we do

Six ways to work with us.

Grouped three ways: how you hire, how hard the search is, and how much you are building.

01 · 02 How you hire Permanent or contract — how the person is employed.
01

Permanent Technology Recruitment

Permanent hiring across software engineering, cloud and DevOps, data and AI, cybersecurity, enterprise technology, and quality and automation. The work is finding people who fit your business and the technology you actually run — not the people whose CVs match the job description most closely.

02

Contract & Project-Based Recruitment

Contract and project hiring, where it genuinely suits the role and the market.

We take this on selectively, and we will tell you when it is not the right route. In Vietnam many technology professionals prefer permanent jobs, which makes contract roles harder to fill. It is worth agreeing the length, the terms and what to expect before the search starts.
03 · 04 The difficult searches Senior appointments, and roles that normal recruiting has not filled.
03

Senior & Executive Technology Search

Leadership appointments across engineering, technology, security, data, and project and programme delivery. We approach these people directly rather than advertising the role.

Covered in full further down this page.
04

Niche & Hard-to-Fill Search

For roles where normal recruiting has already been tried: highly specialised engineering, cybersecurity, cloud, data and AI, enterprise technology, senior technical specialists, and rare combinations of skills.

What matters here is not how many people we can show you. It is whether we can reach the few who can actually do the job.
05 · 06 How much you are building One team, a whole department, or a move into a new country.
05

Technology Team Build

For several hires at once, or a whole technology department — a new engineering team, a product team, a change programme, a new office. The first conversation is about what the business needs to achieve, how the team should be structured, and the order to hire in. Individual roles come after that.

Seniority, location, working arrangements, budget and timing are agreed in the same conversation, because in a team build each one affects the others.
06

Vietnam & APAC Technology Talent

For international companies hiring in Vietnam, companies with a Vietnam office, companies expanding into the country, companies hiring remotely here, and companies that need technology people elsewhere in APAC.

The Code Talent holds a legal entity in Vietnam.
The order of work

Four things we do, in a fixed order.

We do not skip any of these. Skipping one is what produces a shortlist nobody wants to read.

Before we search

Understand your business.

Before we send you anyone

Understand the candidate.

Before we recommend

Understand the market.

Before we promise

Agree what can realistically be delivered.

Senior & executive

Leadership appointments are a different kind of search.

These conversations usually begin before the role is made public, and often before the company has decided exactly what it needs.

We approach people directly and build a picture of who is available, rather than advertising. Both sides are treated with discretion throughout. We would rather take longer than put forward the wrong person.

Talk to Us
  • 01Engineering leadership
  • 02Technology leadership
  • 03Security leadership
  • 04Data leadership
  • 05Project and programme leadership
  • 06Technology management
How we advise

Four things we will tell you, even when you would rather not hear them.

If the market is difficult, we say so.

We say it at the start. Knowing early that a role will be hard to fill changes what you decide to do about it.

If the budget will not reach the market, we tell you what it will reach.

Not to push you for a bigger budget. So you can decide what to change — the salary, the seniority, or the timing — knowing what each one buys.

If the requirements are too restrictive, we say so.

Telling you which requirements are narrowing the search is more use than sending more CVs against a list that is not working.

If the people are not available, we tell you why.

Location, working arrangements, notice periods, or other companies hiring the same people. A clear reason is worth more than an optimistic timeline.

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What are you trying to build?

We would rather start there than with a list of vacancies. If it turns out the role is straightforward, or that you are better served internally, we will say that too.