A boutique tech recruitment studio led by Vlad Stepanov. Eleven years headhunting software engineers — junior to CTO — for fintechs, banks and venture-backed AI startups. And placing them fast.
Hiring engineers is the bottleneck.
I'm the unlock.
I started agency-side, headhunting software engineers for tier-one banks and global fintechs, then moved in-house and embedded with fully remote startups including Klarna and Torc. More recently I've delivered direct for fintech and crypto clients including Mercuryo. So I can run a full external search or plug straight into your team and own hiring end to end.
What I do best is build sourcing engines. On a single contracting desk I delivered 60 placements in 18 months. When volume spikes, I spin up and lead a sourcing pod of three to six — a full pipeline without committing to full-time headcount.
You get one accountable point of contact who has placed software engineers at every level — from a startup's first hire to founding engineers and CTOs — across fintech, banking and AI.
Pick the model that fits the role. Each is built around the same thing: deeper sourcing and faster shortlists than a no-win, no-fee agency will ever give you.
You commit 50% at the start, the balance on placement. Because I'm invested from day one — not gambling on a contingency win — the role gets real sourcing hours, not leftovers.
Better candidates, faster, from a recruiter who treats the search as a partnership.
I embed as your recruiter and, when volume demands, bring a sourcing pod of three to six that works like part of your team — continuously pipelining candidates to your hiring managers.
Pipeline velocity that scales up for a surge and down when it's over — no full-time headcount.
Give me the role exclusively for an agreed period — say three months. With no competing agencies muddying the pool, the search is cleaner and the outreach is one consistent voice.
A prioritised search that often costs less than retained or contingency — and still lands quality.
We define the role, the must-haves and the market. I map where the talent actually is before any outreach starts.
Multi-channel headhunting — Boolean and x-ray search, referrals, and direct, personalised outreach that beats mail-shots.
I check every candidate against your brief — stack, experience and seniority — so you only spend time on people worth interviewing.
Interview coordination, offer and rate negotiation, and a candidate experience that protects your employer brand.
Tell me the role and the deadline. I'll tell you honestly whether I can help and how fast — usually within a day. No retainer to sign just to start a conversation.
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