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Partner-led briefs
Every brief is led by a partner who has spent their career in that discipline. No SDRs, no junior researchers, no bait-and-switch.
Since 2008 · Reading · London · Brighton
Tech recruitment, done with taste.
We hire the senior engineers, ML specialists, product leaders, and designers for the UK's most ambitious technology businesses. Series B through public. No databases. No spam. No bullshit.
A small sample of who we've placed senior people into
Hugging Face
Linear
Vercel
Causaly
Cleo
Wise
Monzo
Octopus Energy
Ovo
Cohere
Anthropic
Mistral
What we doFour practices.
Four practices.
Real depth in each.
We are deliberately narrow — four disciplines, each led by a partner who has spent their career in that area. Within those four, we go deep. Outside them, we will recommend a firm that does the work better than we would.
Commerce
We place Account Executives, Sales Development Reps, and customer-facing commerce professionals across B2B and B2C environments.
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Executive Support
Executive assistants, office managers, and support professionals who keep leadership and operations running smoothly.
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Finance
Finance professionals including accountants, controllers, and financial analysts supporting businesses of all sizes.
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Operations
Operations professionals who optimise processes, manage supply chains, and drive efficiency across organisations.
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Technology
Software engineers, developers, and technical specialists building and maintaining technology infrastructure.
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Product Engineering
Product engineers and technical product managers who bridge product vision and engineering execution.
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Platform & Infrastructure
Platform engineers, DevOps specialists, and infrastructure professionals building reliable systems at scale.
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Live briefsCurrently briefed,
View all rolesCurrently briefed,
currently hiring.
No featured roles right now.
We do fewer briefs,
better.
Most tech recruitment firms optimise for volume. They take every brief, ship every CV, and hope the law of large numbers works out. We don't. We take fewer briefs than we could, we run each one with a partner who knows the area, and we ship shortlists of three to five — not lists of twenty. Our offer-accept rate is 92%. The industry average is below 70%. The reason is that we're not in the business of selling effort. We're in the business of getting the hire right.
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Shortlists, not long lists
We present three to five candidates. Each one has been spoken to at length and is genuinely interested. None are speculative.
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We say no
We turn down briefs where we don't think we can do the work better than the alternatives. We will tell you so and recommend a firm that can.
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Salary intel, free
We share our compensation benchmarking with serious clients before they brief. The conversation usually changes the brief.
InsightsWhat we're
Read all insightsWhat we're
writing about.
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Photo by Maxim Hopman on UnsplashSouth East Salary Survey 2026: What the market is actually paying
Our 2026 placement data across Commerce, Finance, Technology, Operations, and Executive Support. The figures the job ads aren't telling you.
Photo by Radission US on UnsplashThe counter-offer trap: why accepting one usually doesn't work out
Roughly 80% of candidates who accept a counter-offer have left the original employer within 18 months. Here's what's actually going on.
Questions we get from hiring managers
What kind of roles does Recflow actually take on?
We work on senior technical hires — engineers, ML specialists, product leaders, and designers — for technology businesses from Series B through to public. We're deliberately narrow: four practices, each led by a partner who has spent their career in that discipline. If a brief falls outside those areas, we'll tell you and recommend a firm that does it better.
Why do you only present three to five candidates per brief?
Because we're not optimising for volume. Each candidate on our shortlist has been spoken to at length, is genuinely interested in the role, and meets the brief. Our offer-accept rate is 92% — well above the industry average of 70% — because we do the filtering work properly upfront rather than offloading it to you.
What does 'partner-led' actually mean in practice?
It means the person who takes your brief, runs the search, and presents the shortlist is a partner who has spent their career in that discipline. No handoffs to junior researchers, no SDRs, no bait-and-switch. You work with someone who knows the market, the talent pool, and the nuances of the role.
Do you work on a contingent or retained basis?
Both. We run contingent, retained, and interim placements depending on what the brief needs. The structure matters less than the approach: we take fewer briefs than we could, run each one properly, and focus on getting the hire right rather than shipping CVs at volume.
What happens if you don't think you can do the work well?
We say no and recommend a firm that can. We turn down briefs where we don't think we're the best option — either because the role sits outside our four practices, or because another firm has deeper networks in that specific area. We'd rather lose the fee than do mediocre work.
Can I get salary benchmarking before I brief a role?
Yes. We share compensation intel with serious clients before they brief, because it usually changes the brief. If the role is mispriced or the seniority doesn't match the market, we'll tell you upfront — it saves everyone time and gets you closer to a hire that actually works.
How quickly do you respond to new briefs?
Within one working day. We'll come back with a view on what the role should actually be, where it should sit in the market, and whether it's the kind of work we do well. If it's not, we'll tell you that too.
What does your 92% offer-accept rate actually tell me?
It tells you we're not wasting your time with speculative candidates. When we put someone forward, they're genuinely interested, they meet the brief, and they're likely to accept if you make an offer. The industry average is below 70% because most firms optimise for volume — we optimise for fit.
A senior tech hire that
actually matters.
Tell us about the brief. We respond within one working day with a view on what the role should actually be, where it should sit in the market, and whether it's the kind of work we do well.