We pride ourselves on helping our clients tackle challenges and breed efficiency. DevOps talent guides companies in managing old and new system technology and complex integrations, serving as the crucial connection between IT operations and software engineers. At Redfish recruitment agency, we are experts in everything devops. Our recruiting teams have an in-depth understanding of this industry, from the technologies used by devops engineers and developers to the work environment, benefits, and other things individuals in the field look for in a job. It's thanks to that expertise that we can connect hiring managers to professionals who can handle the configuration, development, monitoring, testing, scripting, security, and management of applications, systems, and projects from initial staging to delivery and release, delivering the critical talent that will make a difference in your organization.
In today's world of continuous virtualization, organizations across industries rely on software development professionals to support their growth. Customers today demand fast communication platforms and more personalization options than in the past. The tools used within companies are just as crucial, whether they're data storage databases or resources to support product and project management. That's aside from the question of computing platform vulnerability: the infrastructure, processes, and automations keeping your operation in check can’t be compromised. This growing need makes staffing these positions more difficult than in the past. Just finding applicants can be a challenge at times, especially since many of these professionals aren't actively looking for jobs.
Our DevOps recruiters understand the exact talent you need for clean, clear collaboration. We're a valuable partner to meet your staffing needs, with an extensive network of DevOps professionals with the background and skills to support your next business goal. The first step of our process is to identify the exact responsibilities and requirements of the role to ensure our search is in full alignment with the company's needs. From candidate screening through the salary and contract negotiation, we bring the same personal touch to every aspect of the recruitment process. The result is a long track record of successful long-term placements. There's a reason companies across industries trust us as their devops recruiting partners. If you have a difficult search on your hands, our recruiting services could be your answer.
In a very competitive market for DevOps candidates, our client was looking for an Engineer that was capable of working in a HPC environment, had a unique blend of containerization skills, capable of writing robust infrastructure as code, and was comfortable working in both an on-prem and cloud based environment. With a limited pool of candidates capable of performing in this environment, we were able to take a highly targeted approach using our engaged search, and ultimately submitted 10 Engineers that met our standards. Of those 10 candidates we had 3 make it to final interviews within a 3-week time period. After our client interviewed the ideal candidate, we were up against multiple companies as well as the candidate’s current company in a competitive market. We were able to help both our client and candidate navigate through a rapidly changing situation, and were able to ultimately extend an offer and have it accepted to the benefit of both our client and candidate. This was a great win-win scenario where both parties were very excited to begin working together.
The Founder of a Bain Capital/Lightspeed Ventures startup in San Francisco needed a Lead Infrastructure engineer who combined the skills of Dev/Ops, Functional Programming, CI/CD AND Machine Learning.
They were series A and growing aggressively, so they needed someone who could do the technical work as well as lead a team underneath them. We found them a perfect M.I.T fit who has been there almost 3 yrs and helped double the size of the company!
A Unicorn Company in the Fintech space hired us to find a DevOps person as they were adding new states every month. The tech screen was especially difficult because less than 20% of potential candidates passed the screen. This person has since been promoted and is still with the company, almost 3 years later.
Our engaged search process normally takes four weeks between our initial discovery call with the client and when an offer is extended. Clients get a single point of contact in our team, as well as a minimum of 20 dedicated hours each week.
The process starts with a deep dive discovery with the hiring team. This conversation focuses on two aspects: the requirements of the role and the needs and selling points of the company. Once we’ve gathered this information from the client, we use a curated four-touch candidate outreach campaign and advanced AI software to source candidates from our network. By the end of the first week, we typically have at least 5 resumes to send to clients, who get the first right of refusal on any resume sourced for their position.
Once we’ve defined the traits of the ideal candidate in our discovery call with the client, we do internal planning before going to our network. This involves separating the qualifications into “must haves” and “nice to haves”, identifying competitors that employ similar devops professionals, and creating a targeted four-step multi-touch campaign. We then deploy this campaign across our database and 30,000+ company followers network, leveraging our contacts as well as AI software and both paid and unpaid resources to generate qualified leads. Along the way, we provide data analysis to the client that they can use to evaluate and shape the recruiting strategy and improve the efficacy of our messaging.
We first create a list of questions that target certain skills or traits based on our discovery call with the client. As candidates are interviewed, we recalibrate with the client as necessary to make sure those questions are attracting the right candidates for their needs.
We measure our devops hire quality by considering factors like how many submitted candidates are interviewed, how long it took to make a placement, how long the candidate remains in the role, and feedback from clients.
We have a candidate retention rate of 86% across the industries and sectors we work with.
On average, it takes 4 weeks to fill a devops role.
We utilize metrics including time to hire, resumes submitted to interviews, and interview-to-hire ratio.
Working with a recruiter allows you to hire better devops talent more quickly, as well as saving companies the time, money, and resources they would have invested in the search. Having multiple recruiters working on a search also allows the process to be scaled, giving devops recruiters the capability to fill multiple roles with high-quality candidates concurrently.
The main difference comes down to the scope of the search. In a devops executive search, the process is more specific and targeted. More stringent criteria can mean that the search takes a bit longer, but with the result of a better long-term hire who perfectly meets the client’s needs. The payment terms are also different. With executive search, the client pays in installments throughout the process, rather than after the search is completed. Executive search firms may also charge per diems and expenses.
The network of devops professionals we’ve built over 30 years in the business is our biggest differentiator. Relationships are the core of this business and we always start with our network. We also have 30,000+ followers of our company that we network through.
We give them a human-focused interaction rather than a transactional one. Our goal is to build long-term relationships, and both our clients and our candidates appreciate this personal touch.
Working with a recruiter enables you to hire the best devops professional for the role, not just the best person in your network. The recruiting landscape has changed dramatically, and our use of AI technology, targeted messaging, and other paid and unpaid resources allows us to navigate the talent market more efficiently and at a deeper level than hiring teams can using in-house resources.
Yes, our engaged search is backed by a 60-day refund or replacement guarantee.
We start by understanding the client’s story, culture and needs through our in-depth discovery process. Next, we use this information in our screening process, and convey it to the candidates we’ve identified as a potential fit based on their skills and experience. We can also perform reference and background checks on request.
Absolutely! We want our clients and candidates to succeed, and support them throughout the hiring process. For companies, this includes helping with their job description, competitor analysis, salary ranges, and improving their interview process, as well as services like contracting, contract-to-hire, and payroll. For candidates, we help them perfect their resume and application materials and offer coaching through the interview process.
Delicately. We know the value a diverse team brings to a business and understand the crucial role recruiters play in ensuring the hiring process is free from bias. This starts by identifying areas where bias could be a factor and taking steps to ensure candidates are being fairly assessed and compared. We also observe how our clients are mitigating and preventing issues and adopt the approaches that are effective, with the goal of continuously improving the transparency, fairness, and inclusiveness of our talent sourcing and placement.
welcome feedback from clients and candidates, and feel that full disclosure and honest, transparent communication is helpful for both sides. We also serve as a conduit for feedback between clients and candidates. If an issue is sensitive, we’ll clear it with the client or candidate before starting the conversation.
Our fee is 25% of the base first-year salary of the new hire.
No. Our fee is paid in full by the client, and there is no charge for devops candidates to work with us.
We maintain the confidentiality of both the hiring company and the candidates throughout the process. We sign NDAs at the start of a search and get guidance from our clients on what can and can’t be shared with candidates. All information we collect from candidates and companies is securely stored and protected from unauthorized access.