VRS Recruit places software engineers, DevOps leads, data engineers, cybersecurity specialists, hardware engineers and senior technical leadership with US employers who refuse to hire on keyword matches.
Software, hardware and infrastructure roles get hired badly when the recruiter can't read the code. Our model fixes that.
One named recruiter from intake to start date. Direct line. No rotating account managers.
Recruiters who can read a stack diagram, evaluate a take-home submission, and tell a senior IC from a senior LinkedIn profile.
Direct-hire placements come with a 90-day replacement guarantee. Long-term fit is shared incentive.
Each practice is led by a recruiter who works that desk continuously, with the technical literacy to vet candidates properly.
Backend, frontend, full-stack engineers. Mid-level through staff and principal.
SRE, platform engineers, cloud architects, infrastructure engineering managers.
Data engineers, analytics engineers, ML platform engineers, data infrastructure leads.
Security engineers, AppSec leads, GRC specialists, CISOs, SOC analysts.
Mechanical engineers, design engineers, manufacturing engineers, R&D leads.
Electrical engineers, hardware engineers, FPGA specialists, embedded systems leads.
Test engineers, SDETs, QA leads, automation specialists, test infrastructure engineers.
Product managers, senior PMs, UX designers, design engineers, research leads.
Technical program managers, engineering managers, delivery leads.
Engineering directors, VPs of engineering, CTOs and chief architects.
One scoping call. Stack, scorecard, salary band, technical-interview format, what success looks like at month three.
Targeted database, referral activation and outbound to vetted technical candidates with the right depth.
Three to five candidates. Notes on technical depth, motivation, salary expectation and stack match.
Offer support, counter-offer coaching and 30-60-90 day check-ins through to start date.
VRS Recruit serves US employers from Series-A startups to publicly traded enterprises. Single-vacancy and full-team builds run on the same model: one named consultant, calibrated brief, technical-depth shortlist, 90-day replacement guarantee.
We don't pad pipelines with react,node,aws keyword hits. We send candidates whose work history actually maps to your stack, your scale and your engineering culture - the kind of shortlist a hiring manager can interview without preparing a screening filter first.