Need someone to stay?
Recruiting Services
Hire a permanent technical specialist for a difficult-to-fill position. We run the search and qualification process from brief to accepted offer.
ResponsibilityThe candidate becomes your employee
For product, project & engineering leaders
Talent for the role.
Capacity for the roadmap.
A team for the outcome.
Talent-Ace gives project owners three focused ways to close a technical capability gap.
The service menu
Pick the relationship that matches the work.
Need more delivery capacity?
Team Augmentation
Embed selected developers — or a dedicated team — in your existing delivery workflow for as long as the roadmap requires.
ResponsibilityYour team sets priorities day to day
Need the work delivered?
Outsourcing Services
Entrust a product area or complete initiative to specialists who manage planning, execution, coordination, and quality.
ResponsibilityOur delivery team owns the agreed scope
When the right answer is a hire
A shortlist shaped by evidence, not resume keywords.
Our international network has grown through decades of technical recruiting. We know how to separate hands-on depth from a list of familiar technologies.
Typical search pace
48–72h
first suitable profiles for standard roles
4–7
business days for the first qualified candidates for complex roles
8–10
business days for a typical shortlist of 3–5 candidates
Before you meet a candidate, we confirm
- Relevant experience and genuine technical contribution
- Motivation, compensation range, and role interest
- Availability, possible start date, and work authorization
- Optional references, documents, education, and certified technical screening
Your partInterview only the candidates who have already passed the initial qualification.
Recruiting commercial model
Flexible capacity, without fixed recruiting overhead.
of the selected candidate's annual gross salary
half on the start date, half after the probation period
free priority replacement within the guarantee window
International sourcing can open access to strong professionals in markets with more competitive compensation. We also manage counteroffer risk and can run confidential searches without public job posts.
Not sure which model fits?