Frequently Asked Questions
Answers to what clients and candidates actually ask us, not a generic recruitment FAQ.
Working with TriTech Search
What makes TriTech Search different from other recruitment firms?
Most technical recruitment competes on access to candidates. We compete on judgement. We measure ourselves on whether a placement is still in role twelve months later, not on how quickly we filled it, and we do the buyer-side scoping work most agencies skip before we source a single candidate.
How do you measure success?
Retention at three, six, and twelve months, not time-to-fill or placement volume. Every client sees the retention performance of their own placements. We treat that data as accountability, not marketing.
What do you actually specialise in?
Three verticals: tech recruitment across software engineering, cloud and infrastructure, DevOps, security, and technical leadership; AI-accelerated software engineering, where teams build with tools like Cursor, Claude Code, and GitHub Copilot as a first-class part of the workflow; and cleared defence and national security, covering SC, DV, and enhanced DV roles.
What commercial models do you offer?
Retained search for senior, sensitive, or hard-to-define roles. Embedded recruitment for organisations building capability at scale over a defined period. Contingent placement for individual roles with a clear brief and timeline. We will tell you which model fits your situation rather than defaulting to whichever pays us more.
Can I see the platform before I commit to working with you?
We do not publish screenshots, but we are happy to walk serious buyers through it in conversation. It is built around buyer-side scoping, matching candidates against role profiles rather than keyword strings, and retention tracking that feeds back into future placements.
For employers
How many candidates will you actually send me?
A small number, each with our reasoning written down. We would rather send three people who genuinely fit than fifteen who loosely match the keywords in a job description.
What is buyer-side scoping, and why does it matter?
Before we source anyone, we work with you to define the role properly. Most placement failures are designed in at this stage, when the role was wrongly defined or the realities of the job did not match what the candidate was told. Scoping is where we catch that.
Can you help us build a team or capability, not just fill one role?
Yes. That is what embedded recruitment is for. A TriTech consultant operates inside your organisation for an agreed period, using our process and tooling, on a monthly retainer rather than a per-placement fee.
We are hiring for AI-accelerated engineering or "vibe coding" roles. What is different about that?
The skills that predict a strong AI-accelerated engineer, judgement about which tool to use and when, the ability to verify AI output critically, architecture instincts that compensate for AI’s gaps, are not what a traditional CV or ATS filter was built to surface. We assess for those skills directly rather than screening for the credentials that used to stand in for them.
Will you post our role publicly?
Not without your permission. This applies across all our work, but it is the default rather than the exception in the cleared and defence sector.
Cleared and defence recruitment
What clearance levels do you recruit for?
Security Check (SC), Developed Vetting (DV), and enhanced Developed Vetting (eDV). We understand the timeframes and operational constraints that come with each.
Can you help with clearance sponsorship?
Where a role requires sponsorship, we work with clients to clarify the pathway before sourcing begins. This is scoping work, done up front rather than discovered halfway through a process.
How do you handle confidentiality in the cleared sector?
We do not post roles publicly without permission, and we do not discuss specifics that should not be discussed. The candidate experience in this sector is different to civilian hiring, and we structure our process around that reality rather than applying a generic recruitment playbook.
For candidates
Do I need a computer science degree or specific certifications to be considered?
No. Credentials are still relevant, but they are not sufficient on their own. We filter for capability and judgement, not just what is easy to read off a CV.
What if I am a career switcher or from a non-traditional background?
We are more interested in what you can do than in the shape of the path you took to get there. This applies across all three of our specialisms, and it is a deliberate part of how we assess candidates, not an exception we make.
Does support end once I accept an offer?
No. We stay in contact with you and the client for twelve months. It is how we validate our own retention numbers, and it means the relationship does not end at the offer letter.
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