For Engineering Teams
Engineers in AI handles the full search — from a deep role intake to a curated shortlist and close support. No keyword-matching. No resume dumps.
The Real Cost
Most teams don't realize how much a poor recruiting process bleeds into engineering velocity, team morale, and missed product timelines. Here's where it shows up most.
Your engineers spend 4–8 hours interviewing a candidate who doesn't understand the stack. Multiply that by every bad referral and you're bleeding engineering time on screening work your recruiter should have caught.
Resumes that look right but aren't. A candidate who lists "Kubernetes" hasn't necessarily architected a production cluster. Without a technical lens, you can't tell the difference until it's too late.
Roles sitting open for months while competitors ship features and poach your engineers. The longer a critical role goes unfilled, the more your existing team stretches thin — and the harder it becomes to attract top candidates.
Who We Serve
We do our best work with teams where technical depth is non-negotiable — where a wrong hire has real downstream cost on product velocity, system reliability, and team culture.
That could mean you're scaling your AI team fast, rebuilding a legacy infrastructure, or hiring engineering leadership for the first time. If the role takes real judgment to evaluate, that's where we add the most value.
Companies we serve best
What's Included
A full-cycle search handled personally by Tony — from understanding the role to helping you close the right candidate.
We start with a structured intake call to understand not just the job description, but the real definition of success — the stack, the team dynamic, the growth stage, and what a strong candidate actually looks like in practice.
We go beyond job board postings — actively working our engineering network, sourcing passive candidates, and running targeted outreach for roles that can't be filled by waiting for applications.
Technical screening that evaluates real capability — system design thinking, architecture decisions, code quality, and actual depth in the relevant stack. You receive a curated shortlist with a written assessment of each candidate, not a dump of resumes.
We stay active through the interview process, debrief after each round, help you structure the offer, manage counteroffers, and support onboarding. Your close rate is part of our job, not an afterthought.
Transparent Pricing
One number. No retainers. No surprises.
FAQ
Everything you'd want to know before starting a search.
Most searches conclude in 4–8 weeks from intake to accepted offer. Factors that affect timeline include role seniority, market availability, technical specificity of requirements, and how quickly your team can move through the interview process. We'll give you a realistic estimate after the intake call.
No. We don't require exclusivity, though we do ask for transparency — knowing whether you're working with other firms helps us prioritize resources and move quickly. We'd rather earn your focus through results than lock it in contractually.
We specialize in technical individual contributors and technical leadership — software engineers, AI/ML engineers, data engineers, cloud/DevOps engineers, cybersecurity engineers, and engineering managers up to VP level. We don't recruit for non-technical roles (sales, marketing, operations) or roles requiring non-technical evaluation criteria outside our domain.
We've placed 1,000+ engineers across our career. When we take on a search, we take it seriously — we won't commit to a role we don't believe we can fill. If we reach the shortlist stage and a placement doesn't happen due to a changing business situation or role cancellation, we discuss next steps transparently. We don't bill for work we couldn't complete.
Run the Numbers
Move the sliders. See the gap between a 25% agency model and Engineers in AI' flat 20%. Real dollars, real math, nothing to sign up for.
The fee isn't the main point. Shortlist quality, screening depth, and time-to-fill move the needle more than fee percentage. But when two firms produce the same result, paying less is simply better math. If you're being quoted 25% by an agency that sends you resumes without a rationale, that's a problem in two directions.
Start a Search
Tell us about the role. We'll tell you whether we're the right fit to find it — no pitch decks, no fluff. Just a direct conversation about what you need.
Or call directly: 917-293-0072