Permanent recruitment for IT and tech

Choose a specialist permanent recruitment agency that helps you prepare for the future

Imagine working with an agency that you trust to solve hiring challenges, who understands your needs yet is ready to challenge your thinking, where you speak to the same people every time and have a chance to build a genuine partnership.

Successfully hiring permanent staff needs attention to detail, empathy and the ability to navigate the path to a successful placement in a stress free way for everyone involved.  Try our job readiness calculator below to see how you stack up…

Job Readiness Calculator

How to hire permanent tech staff

Make a compelling offer

Successfully hiring permanently in tech requires combining your overall proposition to would-be staff with a realistic grasp of where you stand in the range of choices that tech specialists have. Market position is determined by a variety of factors that make up your overall offer to employees, including: your market sector, salary levels, team structure, working practices, training programmes and your employer brand. As with all marketing activity, knowing your audience and how to target them is key to success.

Understand what drives employees

Having an appreciation of what motivates employees is key to successfully attracting and retaining staff. The problem is that this is constantly changing, at the time of writing (June 2023) the cost of living and desire for a better work/life balance mean salary and flexibility are far and away the most important aspects for candidates when considering a new role, which is why counter offers have been so successful in this market. These priorities are unlikely to change in the near term.

Run a good (quick) process

There’s no better way to sabotage a hire than a disjointed, drawn out and illogical hiring process. A slick, two-stage hiring process that can take place in a matter of days is key to success for a number of reasons; firstly, it shows prospective employees you are dynamic, confident and decisive in your decision making, which appeals to everyone. Secondly, it allows you to move on quickly if your first choice hire falls through – something that has unfortunately become more common in the world of salary premiums and high competition.

Be ready to pivot

There may be occasions where you need to think again about the initial role you wanted to hire. Any truly viable role should have 3-4 quality applicants ready to interview within a week – two at the maximum. If this hasn’t happened, there is almost certainly an issue with either the role, the salary or the method being used to attract. Persevering without pausing to take advice and adjust is likely to do more harm than good, as candidates see the same positions recycled through various platforms and start drawing conclusions: Why can’t this company hire? What’s wrong with them? Why have I been called 3 times over 4 months by different agencies? It’s a fast track to ruining your employer brand.

It’s not unusual for tech specialists to get pinged multiple times a week by agencies. It’s a testament to Bristow Holland that they don’t get lost in all that noise and maintain respect.
Rachael Drouet, Head of People & Development Explore Case Study
Without Bristow Holland, we wouldn’t have a team. They’ve hired all of our guys and built that whole team that is now driving this product forward.
Stuart Barnett, Technical Director, Wi-Q. Explore Case Study
Bristow Holland are in the business of recruiting people of a high calibre. Over the last 12 months, we’ve hired 4 exceptional people who are all outstanding in their field.
Steve Lamb, General Manager Explore Case Study

Long-term growth through expert tech recruitment

The above guidance is most crucial in relation to your long-term business growth, and your hiring strategy around it. In the space of seven years, our client PCI Pal went from a team of eight to 125 employees, including 23 tech specialists sourced by Bristow Holland – from DevOps experts to software developers, product designers, voice engineers, testers, test managers, development team leads, support engineers and everything in between.

As they have evolved, so has our advice when it comes to how they position themselves and their vacancies to prospective employees, as well as the size of the net we cast when sourcing candidates. A growing company will need to look further than their local region – and be open to remote or hybrid working – in order to find talent that aligns with both the job role and their business goals.

A combination of transparency, consistency and support has created a close relationship between client and recruitment agency, resulting in a string of enthusiastic, motivated and fulfilled employees who stick around for the long haul. Find out more in the full case study.

Want to get a head-start on your next hire?

Give our experts a call to go over what you want to achieve with the new addition(s) to your team.

What we need to know: 

  • Job spec 
    What role do you need to fill? What responsibilities will the permanent specialist have? What skills and outlook would you like them to bring?
  • Budget 
    Salaries will obviously vary according to the role and level of seniority, but we need to know we’re all on the same page and aware of current market rates. 
  • Timeframe 
    When do you need them to start? Do you have any specific deadlines or projects about to start? Will this hire depend on other staff also coming on board? 

Armed with all relevant information, we can start the process of sourcing exactly the right permanent IT or tech specialist for the job. Depending on the speed of responses and individual availability, we aim to get between three to five CVs on your desk within 2 days.

google review icon
10/10 would highly recommend Bristow Holland. They were able to support me every step of the way from application to job offer.
Azeez, Senior Business Analyst


The top questions we hear when companies are looking to hire permanently.
How soon can you turn around a shortlist of candidates?

As soon as you tell us the role you need to fill and exactly what skills you are looking for, we can start researching the relevant specialists who will be a good fit with your job. We like to identify potential strong candidates as quickly as possible, and should be able to contact a selection of suitable people and send you a list of profiles/CVs for you to check out with our recommendations within a couple of days.

How do you know who is available?

As specialist recruiters in all the key areas of IT and digital tech, we are constantly approached by experts looking for their next career challenge, as well as having long-lasting, close relationships with a large number of expert professionals who may be reaching the end of their contract. To save both you and us time, we’ll only contact those who we know are available and will be a great fit for your job.

What happens with agency fees?

We use an old-school commercial model and we get paid on success. With permanent staff, we charge an initial fee which is a percentage of employee salary for the first year. We do charge premium rates but people know they are getting an outstanding level of service and great advice. If in doubt, just take a look at our Google reviews! 

Meet the team

Bristow Holland is known for the exceptional levels of service and customer care we provide to candidates and employers alike. We believe that for every role, there is the right person and for every person, there is the perfect role. And it takes an expert to bring the two together. Each of us specialises in a certain area of IT or tech recruitment, but all possess in-depth knowledge of the industry and what makes companies and tech professionals tick.

Get in touch

Find out how we can help your business. Call us on 01473 550780 or complete the form below and a consultant will be back in touch.

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