The engineer you need is employed, busy, and not applying. We already know them.
Senior technical hires are hard because the best people aren't looking. They don't answer job ads. They take a call from someone who already knows their work. That is the market we live in, so your shortlist is people you could not have reached alone.
Two ways to run a search
The difference between them is not effort. It is what each model's economics let us afford to do, and deeper commitment buys a deeper search. Retained is how this work is meant to be done. Contingent stays genuinely available when you would rather pay on placement only, and there is a right way to run it.
Retained Search
One consultant, committed to your role and paid to do the work properly. The whole market covered and the outcome owned, whatever the role is.
Learn moreContingent
Pay only when we place someone, with no upfront commitment of any kind. And a right way to run it, if you want the most from the model.
Learn moreEmbedded Recruitment
Not a search model but a different track entirely: we embed in your team as a dedicated hiring function, scaling a squad or a whole department.
Same work ethic at every level. Different amounts of it.
What clients say about working with us
Two hiring leaders, in their own words.
James (True Blue) is a skilled and determined talent acquisition specialist who excels at accurately identifying clients' specific needs and matching them with the right talent. He comes highly recommended, particularly when searching for rare technology talent.
I would like to warmly recommend the services of James Hine and the team at True Blue Recruitment for companies that are searching for talent in Thailand. We have worked closely with James and his team to find and secure talent for key roles in tech, data, strategy, and other functions, with great results. Throughout our collaboration we've been able to rely on the team at True Blue to balance our incentives with the needs and wants of high-quality candidates in the market, and for the True Blue team to help us shape and sharpen the roles we've been looking for. We look forward to continuing the partnership with True Blue in the years to come.
More where these came from: read each consultant's verified LinkedIn recommendations on the team page
Outcomes, not promises
Real searches, told properly: the brief, what made it hard, and how it landed. Clients are anonymised where confidentiality requires it.
A seed-funded data insights company needed its first Bangkok team: six hires across data engineering, software engineering, analysts and a Head of HR, every one through an MBB-standard interview process. Delivered in two months. Three years on, many are still there.
The client's own talent acquisition team ran the search for six months and interviewed twenty candidates without hiring. Engaged exclusively, we shortlisted two, the client interviewed both, and one was hired with an offer in under two weeks.
A new virtual bank in Thailand needed its technology organisation built from nothing: software engineering, QA, data, cyber security and corporate functions, at a bar that did not move. One embedded True Blue consultant delivered 58 hires in five months, against an initial remit of 30 in three.
Thailand IT Talent Report
Where tech hiring in Thailand is actually heading, and what it means for the roles you need to fill. Built from the market we recruit in every day, not survey guesses.
Brief a role
Tell us what you are hiring. We come back within one business day with a plan and a realistic market rate.