Direct Hire
Find the Right Technology Professionals for Long-Term Growth.
Support for identifying and recruiting technology professionals for permanent employment with your organization — from defining the role to coordinating interviews. You make the final hiring decision and set the employment terms.
Business challenges
Situations where direct hire helps
Specialized roles are hard to fill
Experienced technology professionals are often not actively looking, and job postings alone may not reach them.
Screening takes time
Hiring managers spend significant time reviewing applicants who do not match the technical requirements.
Unclear role definitions
Job descriptions that mix too many responsibilities make it harder to attract the right candidates.
Coordinating the process
Scheduling, feedback, and candidate communication across several interviewers can slow decisions.
What the engagement includes
- Role discovery: responsibilities, must-have skills, team context, and employment terms
- Candidate sourcing through appropriate recruiting channels
- Qualification against technical and role requirements
- Interview scheduling, feedback, and candidate communication
- Offer-stage coordination — the candidate is employed directly by your organization
When this model makes sense
- The role is a long-term, core responsibility
- You want to retain knowledge and build internal capability
- Permanent headcount is approved
- You need help reaching qualified candidates who aren't actively applying
Typical roles
Technology roles often requested
Examples only — tell us the role and skills you need and we'll discuss the requirement.
- Engineering Managers
- Senior & Lead Developers
- Solutions Architects
- Cloud Architects
- Data & Analytics Leads
- IT Operations Managers
- Security Engineers
How it works
How the engagement works
- Step 1
Role Discovery
Understand required technical skills, responsibilities, compensation expectations, work arrangement, and hiring priorities.
- Step 2
Candidate Sourcing
Identify potential candidates through appropriate recruiting channels.
- Step 3
Qualification
Review relevant experience, technical alignment, availability, and candidate interest.
- Step 4
Interview Coordination
Coordinate interviews, feedback, and communication.
- Step 5
Hiring Support
Assist with offer-stage coordination and next steps, while you retain final hiring authority.
Benefits
- Reach qualified candidates beyond active job seekers
- Spend interview time on pre-qualified candidates
- Build long-term capability and retain knowledge in-house
Practical considerations
- Search length and candidate volume vary by role and market; plan interim coverage if needed
- Clear compensation ranges and role scope help attract suitable candidates
- Timely interview feedback keeps strong candidates engaged
Frequently asked questions
Do we need to share a compensation range?
It's optional on the request form, but a realistic range helps us approach suitable candidates and set accurate expectations from the start.
Who makes the final hiring decision?
You do. TechLoro supports sourcing, qualification, and coordination; the hiring decision, offer, and employment terms are yours.
Can TechLoro help define the role?
Yes. Role discovery is the first step and often helps separate must-have requirements from nice-to-have ones.
What types of technology positions can TechLoro recruit for?
Roles across software engineering, cloud and infrastructure, data and analytics, security, IT operations, and technical leadership. Share the requirement and we'll discuss it.
Can TechLoro support remote, hybrid, and onsite requirements?
Yes. Tell us the work arrangement and location expectations, and they become part of the search criteria.
How is Direct Hire different from Contract-to-Hire?
With Direct Hire, the candidate joins your organization as a permanent employee from day one. Contract-to-Hire starts with a contract period before any permanent offer is considered.
Related engagement models
Contract Staffing
Add skilled technology professionals for a defined assignment or period, without a long-term headcount commitment.
Learn MoreContract-to-Hire
Start with a contract engagement, evaluate fit in your environment, then decide on permanent employment under agreed terms.
Learn MoreProject-Based Talent
Access individual specialists or a technical team aligned to a defined initiative, scope, and set of deliverables.
Learn MorePlanning a Permanent Technology Hire?
Share the role, desired experience, and employment details, and our team will follow up.