Founder-led · technically screened
We help startups and scale-ups hire software engineers who can actually do the job. Every candidate is technically screened by us, people who have written production code, before they reach your team, so your interview time goes on genuinely strong engineers.
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
Every engineer is technically assessed by us before you see them: a realistic work sample or pairing session over an abstract puzzle, scored against a written rubric rather than a gut feeling. We assess fundamentals, system design, debugging and operational judgement, so you only interview people who can genuinely do the job.
For most roles we come back with a technically screened shortlist within days, not weeks, because we screen candidates ourselves and maintain an active network of pre-vetted engineers.
Three models: contingent (you pay only on a successful placement), embedded / RPO (a dedicated recruiter for hiring at volume) and retained search (for senior and business-critical roles). We recommend the right fit for your stage.
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.