Permanent hires you're confident in, without the six-month search.
Traditional recruiters optimise for placement fees, not for fit. They'll send you twelve CVs of which two are relevant, because volume creates the illusion of effort. We take on a small number of permanent hiring briefs at a time, go deep on each one, and deliver a shortlist of three to five people we'd genuinely hire ourselves. Every candidate has been technically screened, not just CV-filtered.
What's included
- Deep brief session to understand role, team, and culture — not just the job description
- Live technical screening by engineers in the relevant stack
- Shortlist of 3–5 pre-screened candidates (not 20 raw CVs)
- Candidate coaching on your company and role for better interviews
- Interview process design and structured evaluation framework
- Offer negotiation support on both sides
- 90-day guarantee: replacement at no additional cost if hire leaves
- Permanent hire conversion support for existing contractors
How we deliver
- 1Role brief and ideal candidate profile document
- 2Technical screening scorecard for each candidate
- 3Structured interview guide tailored to the role
- 4Candidate evaluation summary with hiring recommendation
- 5Offer letter and compensation benchmarking support
- 690-day onboarding check-in report
Technologies we use
- Technical Interviews
- System Design Assessments
- Code Review
- Take-Home Projects
- Reference Checks
Why Origin for Technical Recruiting
Technical screening by engineers, not recruiters
Every candidate is screened by a working engineer in the relevant stack — live coding, architecture discussion, or code review depending on the seniority. Not a checkbox assessment: an actual technical conversation.
Shortlists, not CV dumps
We send you 3–5 candidates we'd hire ourselves — not 15 CVs to filter through. If we can't find people we're confident in, we tell you rather than padding the list with borderline candidates.
We understand what 'good' looks like for your specific role
The brief session isn't a form fill. We want to understand your codebase, your team dynamics, what your last bad hire got wrong, and what your best engineer has in common with the person you need.
Industries we serve
“We'd been searching for a staff-level backend engineer for four months with two other recruiters. Origin sent us four candidates in three weeks. We hired one, and she's been exactly what we needed. The difference was that every CV they sent us was genuinely qualified.”
Frequently asked questions
- How is this different from a normal recruiter?
- Most recruiters work on 20–30 roles simultaneously, screen by keyword matching, and optimise for volume. We take on 5–8 briefs at a time, do actual technical screening, and only send you people we're genuinely confident in. Our fee is success-based and our guarantee reflects our confidence in the match.
- What's your fee structure?
- Success-based: a percentage of first-year salary, paid only on placement. We don't charge retainers or upfront fees for most roles. The percentage is lower than most specialist tech recruiters because our process is more efficient — we spend our time on screening, not on sending you CVs to filter.
- Can you help us design our interview process, not just find candidates?
- Yes, and we recommend it. Many technical hiring processes have problems that make it hard to distinguish good candidates from confident-sounding ones. We'll redesign your interview loop if you want, and train your engineers to run structured technical interviews that produce consistent, defensible hiring decisions.