Founder-led · technically screened
Good DevOps hiring is about reliability and flow, not a list of tools. We screen DevOps and platform engineers for the judgement that keeps deploys safe, systems observable and on-call humane — not just Terraform on a CV.
Every candidate is technically assessed by us, people who have done the job, before you spend a minute interviewing.
Not sure which fits? Talk to us and we’ll recommend the right approach.
Base ranges benchmarked to our placement data at venture-backed startups and scale-ups; equity and bonus sit on top. Where a role shares the software-engineer ladder, the bands below are the reference we use. For the full picture, see our salary benchmarks.
| Level | London | Berlin | Amsterdam | New York |
|---|---|---|---|---|
| Mid-level | £55k–£85k | €55k–€85k | €55k–€85k | $120k–$150k |
| Senior | £85k–£120k | €85k–€120k | €80k–€115k | $150k–$200k |
| Staff / Principal | £120k–£150k | €115k–€145k | €110k–€140k | $190k–$240k |
Salary data reviewed July 2026.
FAQ
The titles overlap. DevOps usually means enabling teams to ship safely (CI/CD, IaC, tooling); platform engineering builds the internal platform those teams run on; SRE focuses on reliability with an engineering discipline (SLOs, error budgets). Our guide on [how to hire a platform engineer](/insights/how-to-hire-a-platform-engineer/) goes into this split in more depth. We scope which one you actually need before we search.
With realistic scenarios — a broken pipeline, an incident, a scaling problem — rather than trivia. We assess CI/CD, infrastructure-as-code, observability and cloud depth, and the reliability judgement that separates strong platform engineers from tool operators.
Strong platform and reliability engineers are in short supply, so a genuine screen and an active network matter for reaching them before competitors.
Move fast on a short, realistic screen rather than a long trivia-based loop, and lean on a recruiter with an active network of pre-vetted people. When you hire DevOps engineers through us, every candidate is technically assessed before you see them, so your own interview time goes only on people who can genuinely do the job, and a shortlist typically lands within days.
Ready to build your team?
Tell us what you’re hiring for and we’ll come back with a plan, and usually a technically screened shortlist faster than you’d expect.