Hire technical talent without hiring blind.

We take a role you need filled, map the live candidate market for it, and deliver a screened shortlist — then handle interviews, offer, and onboarding logistics. You skip sourcing, cold outreach, and first-round screening entirely. Unlike a job board, you only ever see candidates who have already passed a technical screen and reference checks for your specific requirements.

For most individual-contributor roles, a screened shortlist lands in four to six business days from the scoping call. Time to an accepted offer depends mostly on your interview loop — clients who compress theirs typically make a hire inside three weeks. Niche or leadership roles take longer, and we tell you the realistic timeline up front rather than discovering it together.

Contract means the engineer works through us for a defined period — you get capacity without adding headcount. Contract-to-hire starts the same way but with a planned conversion, so both sides can verify fit before an offer. Direct placement is a permanent hire from day one: we source and screen, you employ. The right model depends on budget structure and how certain the long-term need is.

Every candidate passes five checks before you see them: a live technical screen run by a practitioner in the same stack, verified employment history, reference calls with a direct manager, a written-communication assessment, and availability confirmed in writing. We also send written screening notes with every profile, so your interviews start from evidence instead of a résumé.

Contract roles are priced as an hourly bill rate covering the candidate's pay, employment costs, and our margin — you see the full rate before anyone starts. Direct placement is a one-time fee calculated as a percentage of first-year salary, invoiced only when the hire starts. Scoping a role and getting market numbers costs nothing; there is no retainer.

Contract placements can be ended with short notice, and we begin a replacement search immediately at no additional fee. Direct placements carry a replacement guarantee: if the hire leaves or is let go inside the guarantee window, we refill the role for free. The exact window is set in your agreement before we start, not negotiated after something goes wrong.

Yes — remote roles draw from our full network, while hybrid and onsite searches are scoped to a commutable radius, and we confirm each candidate's real location and working-model preference in writing before you meet them. Mismatched remote expectations are one of the most common reasons placements fail, so we surface that conversation at the screen, not at the offer.

Our staffing practice is deliberately technology-only: engineering, cloud, data, security, QA, enterprise systems, and IT operations. That focus is what keeps our screens credible — practitioners evaluate practitioners. For marketing and digital roles, Spire Visibility's core agency services team can often help; ask on the scoping call and we'll route you to the right people.