01
Environment
How the team works, who decides, how much freedom and how much structure. The same person performs completely differently elsewhere.
IT recruiting
We find people who stay.
We have been filling IT roles for over ten years. We look not only at skills, but at the environment where a person can use them fully. The most expensive hire is the one you repeat after three months, so we don't stop at the signature: Engagement Radar watches the first 90 days.
- ~500
- IT specialists placed with our recruiter network
- within a week
- first candidates, usually
- 90 days
- Engagement Radar included
Lead SWE: Martin, one API over 5 systems, starts in a month
Hi,
In short: Martin is a Staff-level backend architect. For the last 6 years he has built integration layers in TypeScript and Node.js, and on his latest project he did exactly what you are after: he put five internal systems behind a single API. Prague, 3 days in the office are fine, he can start in a month.
- Salary: CZK 2.1M gross a year plus bonus, within your budget.
- Mon brief
- Thu candidate
Why hires fail
A CV shows skills. Not whether someone will perform in your team.
Most hires don't fail on tech, but on what isn't in the CV. So we also ask about this:
02
Motivation
Why they really want to move and what would make them leave again. Knowing this upfront tells us what will keep them with you.
03
State
What situation they come from, how much pressure they're under and how much capacity they have for a new start. Interviews rarely touch this.
What we do
Permanent hires, contractors and rare profiles.
We don't deliver CVs. We deliver people who stay and perform.
- 5
- senior recruiters, each with 6+ years in IT
- 40,000+
- vetted specialists in our databases
- 30–50%
- of the CVs we send lead to an interview
IT recruiting
Permanent roles from defining the role to an accepted offer. We run the whole process and make sure no candidate gets lost.
Contractors
Flexible capacity and specific expertise for a project, a change or a transition period. We stay involved after the start.
Executive search
Direct approach to senior, hard-to-reach people who aren't actively looking and don't respond to job ads.
AI/ML technical screening
Technical assessment of candidates for AI/ML and AI engineering roles, led by a principal engineer from our team.
Roles we fill
- Java
- .NET
- JavaScript / TypeScript
- Python
- Mobile
- DevOps & Cloud
- Data & BI
- AI / ML
- QA & testing
- Security
- Product & Project management
- UX / UI design
- IT leadership
How it works
Five steps from brief to first day.
- 01
Brief
Together we go through the role and the environment: the team, ways of working, what the first months will look like.
- 02
Search
Direct approach, our network and communities. We don't wait for someone to answer an ad.
- 03
Assessment
Tech, environment and motivation. For AI/ML roles a technical screening with a principal engineer.
- 04
Shortlist
A few candidates who make sense, each with a profile and commentary.
- 05
Offer and start
We help with the offer and negotiation. Then Engagement Radar takes over.
How fast?
We pre-screen within 48 hours and usually present 1 or 2 relevant candidates within a week, though it always depends on the role and conditions. We have filled roles in 3 days and in 14. What makes the biggest difference is feedback speed: reply within 48 hours and good candidates won't slip away to competitors.
After the signature
Agencies disappear after the signature. We stay.
The most expensive hire is the one you repeat after three months. That's why every hire includes Engagement Radar: three snapshots over the first three months that catch the signals before they turn into a resignation.
| A typical recruiting agency | coachit | |
|---|---|---|
| Goal | Fill the position | A person who stays and performs |
| Candidate | CV and technical match | A person in a real team, pressure and context |
| Responsibility ends | At the signature | Once the person is settled in the role |
| Onboarding | Left to HR and the manager | We track what works and what doesn't |
| Risks | Handled once they happen | Caught before they escalate |
| The manager gets | A candidate | Input for managing and recommended steps |
- StartWe hand over what we learned about the person.
- 30 daysFirst snapshot: onboarding and expectations.
- 60 daysSecond snapshot: team and barriers.
- 90 daysThird snapshot: performance and outlook.
| What slows things down | What to do |
|---|---|
| Three different briefs from different people within three days. | A short sync twice a week: tech lead and specialist. |
| It isn't clear what the output should look like. | One brief template or a shared backlog. |
| Feedback comes only sometimes. | Faster reactions to delivered work, even brief ones. |
Takes 5 minutes to read. Full sample report
Guarantee: usually 3 months, terms depend on the client and role
How Engagement Radar worksSample
This is what you get for every candidate.
Not a forwarded CV, but a short email that tells you within a minute whether it's worth meeting. It answers your brief point by point and settles the questions you would ask anyway. The sample is illustrative.
Lead SWE: Martin, one API over 5 systems, starts in a month
Hi,
In short: Martin is a Staff-level backend architect. For the last 6 years he has built integration layers in TypeScript and Node.js, and on his latest project he did exactly what you are after: he put five internal systems behind a single API. Prague, 3 days in the office are fine, he can start in a month.
How he matches your brief:
- One API over several systems: a facade over five banking services, one OpenAPI spec for 14 partners, over 2 million requests a day. He led the backend and delivered the ten-month project on schedule.
- Influence without authority: when the frontend team wanted a separate BFF for every partner, he proposed one versioned contract with generated SDKs instead. He put together a maintenance-cost comparison, the team adopted it and integration bugs dropped by about a third.
- AI agents in practice: he builds with them every day and runs ten agents in isolated containers with quality gates and least-privilege access.
What I asked, because you would too:
- Why a permanent role after contracts: he wants to own one product long-term and shape where it goes. His contracts kept ending just as the interesting part began.
- US overlap: evening hours 2–3 times a week are fine, he worked with a team in California for two years.
- Salary: CZK 2.1M gross a year plus bonus, within your budget.
From our conversation: calm and matter-of-fact, thinks out loud and asks about the business, not just the stack.
I can offer him for Tuesday or Thursday afternoon, just tell me what suits you.
- Mon brief
- Thu candidate
Testimonials
What clients and candidates say.
„Working with Michal never felt transactional, it felt like true collaboration. Whether we were onboarding new engineers or navigating complex HR matters, he brought deep expertise and a calm, people-centered approach.“
„A very pleasant and professional experience. I appreciate the friendly communication, understanding of my expectations and willingness to clarify uncertainties, including in communication with the customer. I definitely recommend working with Michal.“
„I very much appreciated the cooperation with Michal, since he provides deep knowledge and a good understanding of IT processes. He is a professional.“
For candidates
Looking for a job in IT?
We're not a job board. Get in touch and we'll talk about what you're looking for and what bothers you in your current job. When a role comes up that makes sense, we'll let you know. We never send your CV anywhere without your consent.
FAQ
How much does it cost?
Pricing is individual, depending on the role and the form of cooperation. We'll tell you upfront, no surprises.
What is the guarantee?
Usually three months. The terms depend a lot on the client and the role, so we agree them in the contract.
Do you provide contractors?
Yes, for projects, changes and transition periods. We agree the cooperation model based on your situation.
Which roles do you fill?
Development, DevOps and cloud, data, AI/ML, QA, security, product and project management, UX/UI design and IT leadership.
Have a role you need to fill?
Send us a few lines about the role. We'll set up a short call about the brief and usually present the first candidates within a week.
- 1You send a few lines about the role
- 2A short call about the brief and environment
- 3First candidates, usually within a week