Technology recruiting
30 senior tech hires in 4 months. Done it before — we'll do it for you.
Recruiter for SaaS, cloud, and B2B tech companies. We place Director, VP, and CXO-level engineering, ops, and revenue leaders for fast-growth firms — including 30+ senior hires for a Series-C DevOps platform inside 4 months.
Trusted by tech and multi-unit brands
Tech hiring depends on the layer, not the label.
A generalist recruiter asks “Are you comfortable with Kafka?” We ask what happened when consumer offsets drifted, whether the producers were idempotent, and how the downstream systems handled replays. We do the same on cloud — not “AWS experience” but which services they picked over which alternatives, which VPC and multi-region patterns they landed on, and which architectural tradeoffs they lived with at 3 AM on-call. Buzzword answers get filtered at the intake screen. You never see them.
We treat individual-contributor and manager candidates as different searches, not different rungs on the same ladder. A Staff Engineer and a VP of Engineering at the same Series C are wildly different hires — the signal patterns don't overlap. Same with scale-fit: a Solutions Architect who thrived at Series B selling into IT teams is a different profile than one carrying enterprise-B2B six-figure ACVs or driving a self-serve product motion at Series D. We match the operator to the stage and the motion, not just the title.
This depth is why a $100M+ Iconiq-backed DevOps platform trusted us with 30 senior technical hires in 4 months — SREs, Cloud Architects, platform engineering leaders, GTM engineers. Full case study below.
Roles we routinely fill
If your job title sounds like one of these — or one we haven't listed but you'd be hiring at the same level — we've done it before.
Named technology engagements
SpaceX and General Atomics — hard-to-fill technical searches at aerospace-scale rigor. GitLab, Avetta Software, and ODK Media — additional growth-stage technology clients.
How we get you there
Acceleration
First candidate slate inside 5 business days — same-day if it's a role we've filled before. Days, not weeks.
Engagement
We pre-qualify on both sides. By the time you see a candidate, they know what you're building, what the role pays, and why they'd join. No interview-loop ghosting.
Technical pressure-test
We dig into the stack, the architecture decisions, and the actual scope of past roles — so you only see candidates who can go three layers deep on the work you're hiring for.
Where we have deep network
Cloud + DevOps
AWS, GCP, Azure architects · SRE leadership · Platform engineering directors
Engineering leadership
VP Engineering · Director of Product Eng · Engineering Managers from Series B–D
Security + Infrastructure
Director of Security · CISO · Infra leads for SOC 2 / regulated environments
Revenue + GTM
Account Executives · Regional Directors of Sales · VP Customer Success
Case study
30 senior tech hires in 4 months
Situation
- DevOps software company with $100M+ in funding through Iconiq Capital
- Time-sensitive need for software sales and client-success engineer hires
- Highly competitive employment market for technology talent
Implementation
- Candidate Drive process and highly trained staff to identify, engage, and hire
- Leveraged market data, reporting, and AI-driven technology to deliver talent quickly
- Delivered high-touch candidate experience to support employment brand
Results
- Successfully filled 30 senior-level positions in 4 months
- Built dashboard for real-time recruiting status updates, driving higher overall project ROI
- Created market data and hiring plan for diversity hiring; increased diverse hires by 13%
Common questions
What types of technology companies does Platt Partners recruit for?
SaaS, cloud, DevOps platforms, and B2B technology firms — primarily Series B through D and growth-stage companies. We focus on Director through VP and CXO-level engineering, security, infrastructure, and revenue-leadership roles.
How long does a typical tech search take?
For roles we have placed before, the first candidate slate lands in under 5 business days. For specialized roles (e.g., Senior Integration Architect for an enterprise B2B platform, Director of Site Reliability for a regulated environment), expect 30 to 45 days to first qualified slate.
What engagement models do you offer for tech clients?
Three models. Executive search at a flat 20% fee for senior + confidential engagements — VP Engineering, CTO-track hires, platform-lead searches. RaaS (Recruiting as a Service) on a monthly retainer when you have ongoing hiring across engineering + platform teams but no full-time TA lead. Consulting by the hour for comp benchmarking, JD calibration, or ATS + interview-loop audits. We pick the right fit on the first call based on the seat and your hiring plan.
How does Platt Partners technically vet candidates differently from generalist recruiters?
We pressure-test on the actual stack and architecture decisions in the role. For a Senior Integration Architect, that means probing pub/sub patterns, idempotency, and downstream-system semantics. For a Director of DevOps, that means real conversations about platform decisions, observability stack, and what they owned versus delegated. Generalists lose tech searches at this stage; we do not.
What does "DevOps recruiter" mean for Platt Partners specifically?
We placed 30+ senior tech hires for a $100M+ DevOps platform company in 4 months — Cloud Architects, SRE leaders, platform engineering directors. We know the AWS, GCP, and Azure architect bench, which platform leads at unicorns are quietly evaluating their next move, and the difference between hiring a Solutions Architect for enterprise versus self-serve product motion.
Where is Platt Partners based, and does it place nationally?
Platt Partners is based in Tennessee and places technology executives nationally. We routinely staff roles in the Bay Area, NYC, Austin, Seattle, and remote-first organizations across the United States.
Do you offer RaaS (embedded recruiting) for ongoing hiring needs?
Yes. RaaS (Recruiting as a Service — same model as "fractional recruiting" under an industry-standard name) is one of three engagement models. When you have consistent hiring cadence but no full-time TA headcount, Peter runs the recruiting function on a monthly retainer — weekly submissions, ATS optimization, executive reporting, no per-placement invoices. See /fractional-recruiting for details.
Let's accelerate your hiring process
Tell us what you're trying to fill — we'll come back with a candidate slate inside 5 business days, often faster.