Tech & digital recruitment: the people who build your products
Developers, data experts, product managers, cyber profiles, CTO: Cadran Talents recruits for software publishers, ESNs and scale-ups, by direct approach, in France and internationally. A single contact person, a shortlist qualified in three weeks.
Recruiting into tech is recruiting people who receive ten solicitations a week, comparing stacks, teams and cultures, and no longer responding to ads. Cadran Talents accompanies software publishers, ESN and scale-ups to identify, convince and integrate the developers, data experts, product managers and cyber profiles they need, in France and internationally.
Tech's moving fast. Roadmaps change, fundraising creates team needs overnight, and your competitors are recruiting the same profiles as you. You need a partner who follows this pace, without turning each position into an endless project.
The observation is clear: finding good tech profiles should not look like a military operation. However, this is what happens when jobboards, automatic messages and poorly calibrated technical tests are stacked.
We exist to remove this charge from you.
Why tech recruitment is so demanding
Tech recruitment is not a classic recruitment with a different vocabulary. This market has its own rules, and they change fast.
The difficulties are very real: skills evolve in a few months, not in a few years. Your targets range from CTO which arbitrates an architecture to the developer who chooses his next position according to the quality of the code and team. And unlike other sectors, candidates know exactly what they are worth on the market.
Good tech recruitment must quickly answer concrete questions: Will this profile really deliver to your stack? How to evaluate a lead data without data team in-house? Why do your candidates disappear between the technical interview and the offer? These are not theoretical questions: they decide whether your product is coming out in time or whether your team is running out of time to compensate for a vacancy.
The profiles we recruit
Let's be honest on a point the market rarely admits: jobboards and automated sourcing tools tell you who exists, but rarely whoWill agree to join you, and why.
When a senior developer position remains open for four months, the dashboard gives you the number of applications. He doesn't tell you that three excellent profiles declined because your process consisted of five interviews, or that your salary range is below the market on this technology.
This is where our recruitment solutions make a difference. Byreference checks, l’direct approachand technical interviews conducted by consultants familiar with technology, we present back-end and front-end developers, DevOps and cloud engineers, data engineers and data scientists, product managers, product designers, cybersecurity experts and technical team managers, up to CTO and VP Engineering.
Developers, data, product, cyber: the same requirement
sourcing tools are useful for identifying profiles and we use them. But they don't get the hesitation of an engineer talking about his current team, neither the reasons that would make him move, nor what he really expects from his next position.
Our consultants ask the questions that matter. They create the confidence that allows a candidate to say what he/she Think Really, not what he thinks he has to say. In technology, where career decisions are made on the quality of the project, team and management, this understanding makes the difference between a signing candidate and a retracting candidate.
Want to see what a truly human approach changes?
How we work in tech. Complete teams thanks to the volume recruitment, senior profiles secured by the reference checks, experts in office convinced by thedirect approach, recurring needs absorbed by the RPO and technical management positions headhunting — one brief, one team, all trades.
Our levers to recruit in technology
Every need calls for a different method. Here's what works for tech companies:
1. Reference checks and verification
Ideal for: secure senior recruitment, validate technical achievements and avoid bad surprises after signing.
We call former managers and peers, we check out key degrees and experiences, and we give you a factual account. On a lead or CTO, it is often the stage that definitely reassures a steering committee.
2. Direct approach
Ideal for: reach existing profiles, rare or highly solicited, that do not respond to ads.
We map the companies where your targets are, then contact them one by one with a message built around your product, your stack and your culture. A shortlist qualified in three weeks, on average.
3. Volume recruitment
Ideal for: build a full team, open a technical hub or absorb a peak of hirings after a fundraising.
A dedicated team, an industrialised process, homogeneous evaluation criteria and weekly reporting. You keep control of decisions, we take charge of the flow.
4. Headhunt and executive search
Ideal for: recruit a CTO, VP Engineering, Head of Data or Product Manager, often in confidentiality.
A confidential mandate, a targeted approach by a small number of identified leaders, an in-depth evaluation and accompaniment to take up the post.
What you get with a good tech recruitment partner
Beyond a stack of CVs, a well-conducted recruitment brings you:
A clear reading of the market. How many profiles match your need, where they work, what they earn and what would make them move. We tell you before we start the search, to adjust the position if necessary.
Candidates assessed, not just presented. A vague "good profile" opinion helps no one. We provide you with a precise summary for each candidate: validated skills, motivations, points of vigilance, claims.
A careful candidate's experience which protects your employer brand. A rejected but well treated candidate will speak of you well; a candidate ignored for three weeks, no. We're responding to everyone, quick.
A vision of competition on the talent market. Through our exchanges with the candidates, we know what other employers in your sector are proposing, and how to position you to win.
Recruiting internationally (and how we make it simple)
A scenario that many tech companies know: you have an excellent product and you now have to recruit developers in Paris, Lisbon, Berlin and Montreal.
You could contact one firm in each country, manage four calendars, four evaluation grids and four contracts, hoping that the quality remains homogeneous.
We support the entire process, from sourcing to integration, in all the countries you need, with a single contact person. Same criteria, same requirement, same reporting, wherever the candidate is.
Whether you're looking for three engineers in Lisbon or a team of thirty from five countries, the same team runs every detail. No coordination, no quality that varies from one country to another.
Many tech companies give up recruiting outside France for fear of administrative and cultural complexity. We exist precisely to remove this obstacle, with local partners in more than 25 countries.
Find out how we make international recruitment really simple.
Direct approach or announcement: what tech companies really need
Opposing adverts and direct approaches is a bit like wondering if you need a motor or a steering wheel to drive. It takes both, at different times.
Announcements and jobboards (including cooptions and your career page) the volume and applicants for active research. They are effective for junior and intermediate profiles, on widespread technologies, when your employer brand is already known.
Direct approach bring you Job profiles, rare and qualified. It helps to reach those who do not seek, to understand their motivations and to build a proposal that makes them move.
For a tech company, the direct approach generally requires:
Before building: to recruit the first senior profiles that will structure the team and the stack
During growth: to get leads and experts on penuric technologies
After lifting: to recruit quickly and well, without degrading the level of requirement
Companies that recruit the best combine the two. An announcement to capture active candidates, a direct approach to looking for those who really make the difference. We help you to dose according to each post.
Questions to be decided by good tech recruitment
Each mission is unique, but here are the questions we systematically deal with you:
The post: What problem does this person have to solve? What skills are indispensable, which are a plus? What does a six-month success look like? Do the title and level match the market?
Team: Who manages, who collaborates, how are technical decisions made? What is the maturity level of the stack and practices (code review, IC/CD, tests)? What makes the current members stay?
Employer positioning: How do applicants perceive your business? What distinguishes you from your competitors in the talent market? What arguments are on the fly, which ones fall flat?
The process: How many steps, with whom, in how long? How to evaluate technically without running away from the best? Who decides, and in how many days does the offer leave?
Competition: Why do your candidates choose other employers? What else do they offer? Where are you more attractive than they are, and how do you make it known?
Our approach
Not all firms understand technology. And even less know how to recruit internationally without sacrificing quality. This is how we work.
Five steps, one contact person:
1. Structure of need.
We meet the manager, understand the product, the stack, the team and the context. We draw from it a shared brief, clear evaluation criteria and a band of remuneration consistent with the market.
2. Cartography and sourcing.
We identify the businesses and communities where your targets are, and then approach them personally. No generic message: a speech adapted to each profile.
3. Technical and human assessment.
Structured interview, technical exchange with a stack expert if necessary, situation, verification of achievements. We validate the skills before presenting you with a candidate.
4. Shortlist and decision.
You receive a shortlist commented on from three to five candidates, with our recommendations. We organize interviews, collect returns and help you build an offer that will be accepted.
5. Integration and monitoring.
We remain present during the notice and the first months, with the candidate as well as with you. Our replacement warranty covers the trial period.
Let's talk about what successful tech recruitment looks like for your business.
Why Cadran Talents for your tech recruitment?
We built our firm on a simple promise: All trades, all countries, only one contact.
Need a lead back-end in Paris, a data team in Lisbon and a product manager in Berlin? A conversation with us, and it's taken care of.
What distinguishes us:
We believe in human relations. When others rely on automation, we invest in consultants who understand technology, take the time to exchange and create the confidence necessary for a candidate to engage. Tools help us, they don't replace us.
We are demanding on quality. Every brief is worked out. Each candidate is met. Each reference is checked. Because a recruitment is only valid because of the quality of the assessment that precedes it.
We make things simple. You should not need a project manager to follow a recruitment. Clear communication, realistic deadlines and anticipation of problems: you focus on the essentials, welcoming the right person.
We are delivering on our commitments. Without exception. Your deadlines count and we treat them as such, because in technology, speed combined with quality makes the difference.
Frequently asked questions about tech & digital recruitment
What tech profiles are you recruiting?
Back-end, front-end and mobile developers, DevOps engineers, cloud and SRE engineers, data engineers, data scientists and analysts, product managers and product owners, UX/UI designers, cybersecurity experts, architects, technical team managers, CTO and VP Engineering. We work for software publishers, ESNs, scale-ups and digital branches of large groups.
How much does a tech recruitment cost with Cadran Talents?
Our fees are expressed as a percentage of the candidate's gross annual remuneration and vary according to the profile's scarcity and geographical scope. For a complete team, we offer a declining rate or an RPO formula. You receive a clear proposal within 48 hours.
How long does a tech recruitment take?
Count about three weeks for a first qualified shortlist. The signature usually takes place between six and ten weeks after the launch, depending on the length of your process and the candidate's notice. On very penuric profiles, we give you a realistic estimate from the framing.
What is the difference between direct and ad recruitment?
The advertisement attracts applicants for active research; the direct approach will look for those who are in office and do not seek. In technology, the best profiles are rarely in active research, hence the importance of the direct approach. We often combine the two according to the level of the position.
Why go through a specialized firm to recruit in technology?
Because the market is tense, candidates are very solicited and technical evaluation requires real skills. A specialized firm saves you time, reduces the risk of error and gives you access to candidates you would not have reached alone.
Are you recruiting tech profiles internationally?
Yes. We recruit in France and in more than 25 countries thanks to our network of partners, with a single contact person who coordinates the whole. We also accompany the relocation of candidates when necessary.
How do you assess technical skills?
By a structured interview conducted by a consultant who knows the tech, supplemented if necessary by an exchange with an expert of your stack or a practical exercise calibrated with you. We also check the achievements and take references from former managers.
How do you guarantee the quality of the candidates nominated?
Each shortlist candidate was met, evaluated and documented. You receive a detailed synthesis: validated skills, motivations, vigilance points, claims and availability. And if the candidate leaves the company during the agreed period, our replacement guarantee applies.
What makes tech recruitment different from other sectors?
The speed of skill development, the transparency of wages, competition between employers and the importance given to the project and the team in career choices. A tech candidate chooses his position as one chooses a product: he compares, and he decides quickly.
How long can you start a mission?
Usually within a week after the proposal has been validated, the time to meet the manager and finalize the brief. On urgent needs, we can launch the direct approach in a few days.
Ready to recruit the talents that build your products?
Good products are not built on assumptions, but on solid teams. Whether you launch a product, open a country, or just try to understand why your recruitment is dragging, we can help you.
We make this really simple.
A conversation. A partner. Recruitments that advance your business.
Tell us about your next recruitment
