The AI Engineers You Need
Aren't on Job Boards

The strongest candidates are already employed, not actively looking, and invisible to every other recruiter searching the same databases. I find them anyway.

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Sound Familiar?

“Every recruiter sends us the same five people.”

Because they're all searching the same pool. LinkedIn Recruiter, the same Boolean strings, the same job boards. You end up competing for candidates everyone already knows about.

“They look great on paper but don't work out.”

Skills match is table stakes. What makes a hire stick is whether the person fits the team, the pace, and the ambition of the company. Most recruiters don't go deep enough to judge that.

“Our recruiter doesn't understand what we actually build.”

If your recruiter can't tell a PyTorch researcher from a TensorFlow deployment engineer, they can't evaluate who's genuinely strong. You end up doing the screening yourself.

What You Get

Three things that actually make a difference when you're hiring AI talent.

Candidates Nobody Else Sends You

I recruit across 17 AI verticals. A computer vision engineer in healthcare can do the same job as one in autonomous vehicles — but most recruiters would never think to look there. I do.

You get names your competitors haven't seen.

People Who Actually Fit

I spend time understanding your company — how your team works, what your culture is like, where you're heading technically. Then I match against what candidates actually want, not just what's on their CV.

You get hires that stick, not hires that pass probation and leave.

Better Timing

The best people aren't “actively looking.” They're open to the right conversation at the right time. I reach out when the timing is right — before they're on everyone else's radar.

You get first conversations, not bidding wars.

I Understand What Your Engineers Do

I've been selling AI since 2008 — computer vision for live sports graphics, machine learning for player tracking, real-time data pipelines for the Premier League. Long before the hype.

When I talk to a candidate, I can tell if they're the real deal. When I talk to a hiring manager, I understand what they actually need. That's the difference between a recruiter who forwards CVs and one who saves you time.

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Verticals I Recruit In

Deep expertise across every major AI and computer vision vertical.

How It Works

Simple. No lock-in. No risk.

1

Tell Me What You Need

The role, the team, the kind of person who'd thrive there. The more context you give me, the better the shortlist.

2

I Come Back With Names

Not a pile of CVs. A short list of people I've already spoken to, who are interested, and who I believe genuinely fit.

3

You Talk, We Close

You meet them. If it works, great. If not, I go again. No retainer. You only pay when someone starts.

Engagement Models

Contract

Day rate margin

Simple margin on contractor rate. No hidden fees. Agreed upfront.

Contract-to-Perm

Flexible

Start contract, convert later. Fee adjusted for time worked.

Permanent

% of salary

Industry-standard percentage. Rebate period included.

Let's Have a Conversation

No pitch. No pressure. Tell me what you're looking for and I'll tell you honestly whether I can help.

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