Tech & digital recruitment: find the talent to advance your products
The best tech profiles do not respond to ads: they are already on the job, asked every week, and only move for a project that is worth it. We will look for them, we will seriously evaluate them and we will present you with a shortlist in three weeks.
Recruiting a senior developer, a data engineer or a product manager has nothing to do with a classic recruitment. The market is tense, candidates are courted and they judge a company in a few minutes of exchange. A slow process or a poorly calibrated technical interview is enough to make them leave.
At Cadran Talents, a dedicated team does just that: recruiting tech and digital profiles for start-ups, scale-ups and IT directorates of major groups, in France and internationally. A single contact person. Candidates really available. A shortlist in three weeks.
Our consultants speak the language of your technical teams. They understand the difference between a cloud architect and a system administrator, and they know how to ask the right questions before they waste your time.
Essentials in brief
Targeted tech and digital profiles: development, data, product, cybersecurity, infrastructure and IT management
Direct approach and network: we contact the candidates in office, not just those who are looking for
Serious technical assessment: structured interviews, tests and exchanges with an expert in the trade
Shortlist within three weekson average, with applicants already informed and motivated by your project
Replacement guarantee: if the candidate leaves the position during the trial period, we re-launch the search free of charge
Why tech recruitment requires a specific approach
A good developer receives multiple solicitations a week. A generic message ends up in the trash. To get his attention, you need to talk to him about the stack, the team, the technical subjects and the room for manoeuvre he will have. This is exactly what our consultants are preparing with you before the first contact.
Our conviction is simple:
Each candidate we present to you was interviewed in an interview, questioned about his concrete achievements and, depending on the position, assessed technically. We check what he actually built, how he works as a team and what would make him accept your offer. You get a clear summary sheet, not a raw resume.
What makes the difference? We are not looking for keywords, we are looking for people who will succeed in your home. A CV that ticks all the boxes doesn't guarantee anything. We look at the trajectory, the ability to learn, how to collaborate with the product and the trade. And we tell you frankly when a profile is brilliant but will not match your culture.
Throughout the mission, a dedicated consultant follows each candidate, keeps you informed every week and manages the exchanges until the signature. You keep your hands on the decisions, we take care of the rest.
A tech station that's been open for too long?
How we proceed: four steps, one interlocutor
Our method combines classic headhunting with a fine knowledge of digital trades. It has four stages.
Step 1 – The framing. We meet the manager who recruits, not just HR. We clarified the stack, the expected level, the pay range and the team context. If the post is unrealistic about the market, we'll tell you right away.
Step 2 – The sourcing. We map the companies in which the profiles are sought, activate our network and approach the identified candidates directly. Each message is personalized and mentions what makes your post interesting.
Step 3 – Evaluation. Structured interview, verification of achievements, technical test or case study depending on the position, exchange with an expert in the field if necessary. We also measure the motivation and actual availability of the candidate.
| Good to know |
|---|
| We voluntarily limit each shortlist to three or five candidates. You don't need thirty resumes, you need a few people you'll want to meet quickly. |
Step 4 – Shortlist and follow-up. You receive the summary files, we organize the interviews at your own pace, we help you build the offer and we remain present until the end of the trial period.
What you gain there
Candidates you wouldn't have found alone
The majority of the profiles we present were not in active research. They agreed to exchange because the message was accurate and because they were interested in the project. They are the most difficult candidates to reach, and often the best.
A fast process that respects candidates
On the tech market, a candidate waiting ten days for a response is a lost candidate. We structure the process with you to keep a steady pace: back within 48 hours after each interview, a reasonable number of steps and a prepared offer upstream.
Each candidate shall be kept informed at each stage, even in the event of refusal. It is also your employer image that we protect.
A reliable technical assessment
We don't just read a profile. Depending on the position, we engage a technical test, a code review, a product case study or an interview with an expert in the trade. You know exactly what the candidate is mastering and what he or she will have to learn.
A clear view of the market
Do you want to know if your salary range is competitive or how many profiles actually match your need in the region? At each mission, we return what we have observed on the market: salaries, expectations of candidates, competing companies on the same profiles.
An international scope
Tech talent is moving, and teams are increasingly being distributed. We recruit in Paris and Lyon as well as in Lisbon, Berlin or Montreal, telework or relocation. Our network covers more than 25 countries and our consultants conduct interviews in French and English.
Want to know how long your recruitment would take?
For who?
Start-up and scale-up: you need to recruit quickly, often several positions in parallel, without a dedicated HR team. We become your armed arm for tech recruitment, with a pace adapted to your fundraising and roadmap.
Software editors and ESN: your developers are your core business. We help you strengthen your teams on specific expertise, from back-end development to the DevOps and software quality.
Computer management of large groups: digital transformation, cloud migration, overhaul of an information system. We recruit the architects, project managers and experts who carry these programs.
Fintech, e-commerce and platforms: key security, data and performance issues. We know these environments and the profiles that succeed.
Industrial companies and services in full digitalization: you create a data team or produce from scratch. We help you define the first positions and recruit the people who will structure them.
You don't recognize yourself in these examples? Let's talk about it, we'll tell you frankly if we can help you.
Why entrust your tech recruitment to Cadran Talents?
The right people at the right time. It's not just our signature, it's our way of working.
A specialized team: our tech consultants only recruit digital profiles. They follow the evolutions of languages, frameworks and product organizations, and they exchange with developers, data scientists and product managers every day.
A human approach: automation tools help us identify profiles, but nothing replaces a real conversation. We take the time to understand what each candidate is looking for, and we only present it if your project responds.
A reliability you can measure: we announce a delay and we keep it. A weekly point, a shared tracking table and a consultant that can be reached directly. No radio silence for three weeks.
A value beyond the shortlist: we help you build an attractive offer, prepare your interviews and make candidates want to join you. Recruitment is also on your side, and we will accompany you to this field.
A long-term relationship: most of our tech clients entrust us with several recruitments per year. We know their teams, codes and requirements, which makes every new mission faster.
What sets us apart from other firms
Let us be honest: many firms send the same CVs from the same databases. Candidates know this and no longer respond. We have built our method to avoid precisely that.
We approach each candidate with a personalized message and a true knowledge of your project. We're evaluating technically, not just the speech. And we integrate tech recruitment into our other solutions, taking references, onboarding, advice on the salary grid, so that the recruitment will last.
We remain available throughout the mission: quick answers to your questions, negotiation help, lighting on the local market. A partner relationship, not just a provider.
Three developers to recruit in two countries in a quarter? This is precisely the type of mission we are carrying out, with only one interlocutor from end to end.
Are you a tech profile? What we offer you
We are first at the service of the companies that recruit, but we know that successful recruitment starts with a relationship of trust with the candidate. Here's how we work with digital professionals.
What we propose: real jobs, in companies we know, with an honest description of the stack, the team and the remuneration. We do not send you ten offers unrelated to your profile.
How the exchange is going: a first interview with a consultant who understands your profession, to talk about your projects, what you want to learn and what you don't want to do anymore. Then you decide whether we introduce you or not.
Confidentiality above all: your application is never transmitted without your explicit consent. Your current employer will not know, and we do not disseminate your CV in databases.
What we expect from you: transparency about your expectations and availability, and responsiveness once the process is started. In return, we will keep you informed at each step, including when the answer is negative.
Who can contact us: developers, data engineers, product managers, designers, cybersecurity experts, DevOps, managers and technical directors, in office or research, in France or abroad.
If you want to exchange without commitment on the market and on your next steps, write to us. We answer every message, and we prefer to tell you that we have nothing for you rather than to keep you waiting.
Frequently asked questions about tech recruitment
What tech profiles are you recruiting?
We recruit all the digital professions: front-end, back-end and mobile developers, architects, DevOps and cloud engineers, data engineers, data scientists and analysts, product managers and product owners, product and interface designers, cybersecurity experts, project managers and technical managers, to technical managers and managers of information systems. From the profile confirmed to the leader, both CDI and freelance according to your needs.
How is tech recruitment going with you?
It all starts with a scoping with the hiring manager. We then map the market and approach the identified candidates directly. Each successful candidate performs a structured interview and, depending on the position, a technical test or case study. You receive a shortlist of three to five people with a clear summary, then we organize your interviews and accompany you to the signature and during the trial period.
Are you really evaluating technical skills?
Yes. We are not limited to reading a CV. Depending on the position, we use an appropriate technical test, a review of past achievements, a product case study or an interview with an expert in the field. The goal is not to trap the candidate, but to give you a precise vision of what he or she has mastered and what he or she will still have to learn at home.
What are the advantages of going through a specialized firm?
A specialized firm saves you time where it costs the most: sourcing and the first qualification. We reach candidates who do not respond to the ads, we filter seriously before introducing you to someone and we know the salaries that are being paid. You devote your interviews to people who really fit the job, and you get an outside look at your attractiveness.
Why do tech candidates answer you?
Because we are talking to them in concrete terms: the stack, the team, the technical subjects and the remuneration, from the first message. Because our consultants understand their profession and don't waste time on them. And because we respect their confidentiality and keep them informed at every stage. A well-treated candidate comes back to see us, and recommends his peers.
How much does a tech recruitment cost?
Our fees are calculated as a percentage of the gross annual salary of the candidate recruited, with a rate that depends on the scarcity of the profile and level of the position. We propose two options: successful, free of charge if we do not recruit, or with a down payment at launch for exclusive and urgent searches. Each proposal is transparent, free of hidden costs, and includes the replacement guarantee.
When do you need a firm instead of recruiting in-house?
Recruit internally if you have a dedicated team, a strong employer brand and time to source. Call on us when the position has been open for several weeks without relevant applications, when the profile is rare, when the search must remain confidential, or when you must recruit multiple people in parallel. Many of our clients combine the two: their team manages the current positions, we take the most difficult ones.
What sectors are you accompanying?
We support companies of all sizes that need digital skills: software publishers, scale-up, fintech, e-commerce, industry, health, banking and insurance. The common point is simple: technology is a major issue, and the right profiles make a real difference. If your sector is not on this list, let's talk about it, we'll tell you frankly if we can help you.
Can you recruit tech profiles abroad?
Yes. Our network covers more than 25 countries and we regularly recruit technical profiles in Europe, North America and the Middle East, for on-site, telework or relocation to France. We manage interviews in English, mobility issues and local specificities, with only one contact person on your side.
How long does a tech recruitment take?
On average, we present a shortlist within three weeks. A current confirmed profile is often recruited in four to six weeks. A rare profile, executive position or international search may request eight to ten weeks, including due to notice. We commit ourselves to a launch schedule and inform you every week of the advancement.
Are you offering a guarantee?
Yes. If the successful candidate leaves the company or you terminate his or her trial period, we resume the search without any additional fees. We also remain available for the first few months to accompany integration, as successful recruitment does not stop at the signing of the contract.
Ready to meet the tech talent you miss?
A senior developer, lead data or a whole product team: regardless of the extent of the need, in France or internationally, we make tech recruitment simple and fast.
Let's talk about your job. A specialist consultant will call you back within 24 hours, give you an initial opinion on the feasibility and offer you a research plan adapted to your schedule and budget.
Discover our other solutions: Headhunting, international recruitment, reference checks and onboarding
Read our latest articles on the tech labour market and good recruitment practices
