We find the engineers others can't.
We place engineers, technicians and leaders
Permanent and contract technology roles across the UK.
Current Vacancies
View all jobsWe work exclusively with engineering teams who are serious about quality. Our candidates are rigorously assessed and our shortlists are never padded — every person we put forward is someone we would hire ourselves.
We don't operate on volume. We focus on a defined set of roles in software engineering, DevOps, and product, which means our network in those areas is deep and our understanding of what makes a strong hire is sharp.
Why Work With Us
Deep Tech Networks
We've spent years building relationships with passive candidates who won't respond to a LinkedIn message.
Honest Briefings
We give every candidate a straight picture of the role, the team, and the culture before they interview.
Fast, But Careful
We move quickly without cutting corners. Most placements are made within three weeks.
We work with engineering teams across the UK — from early-stage startups making their first technical hires to established product organisations scaling their teams. Our clients range from Series A fintechs building out their core engineering function to FTSE-listed businesses looking for highly specific contract and permanent specialists.
Because we focus exclusively on software engineering, DevOps, and product, every introduction we make comes from a network built through years of working in this specific part of the market — not a database search.
Technical hiring, without the noise
Slate Talent recruits software engineers, DevOps specialists and product managers for UK technology teams, from startups making their first hires to established engineering organisations. We keep our client list short and our role list shorter, so every search gets a recruiter with time to understand the stack, the team and the problem the new hire is there to solve.
Most of the engineers we place were not looking. They were busy, happy and ignoring recruiters, until someone called who had read their work and could talk about it. That takes years of relationships, not a database search, which is why we only start a search we believe we can finish.
Candidates get the plain version of every role: the team, the tools, the salary band and what the first six months will really involve. Clients get a shortlist that is short on purpose, with a note on each person saying why they are on it. Both sides call that unusual, and we would like it to stop being unusual.
