Lake Tech Solutions runs permanent direct-hire searches for software engineering, DevOps, data, security and product teams at US technology employers. Our consultants come from technical backgrounds, so the brief is read in technical language and the shortlist is filtered against your actual stack.
Most generalist agencies treat a technology brief like an HR keyword bingo card. We treat it like a system spec - read carefully, mapped against the candidate's actual code, and filtered before introduction.
Every Lake Tech consultant has shipped code, run a sprint, or owned a production system. They read your stack and your tech-debt context, and they vet candidates against the engineering reality, not the resume keywords.
The strongest engineers and product managers rarely apply through a job board. We source from peer-employer alumni, open-source contributor networks, and technical communities. Targeted, named, individualised outreach.
The consultant who picks up your brief runs the search end to end. Mapping, sourcing, technical screen, take-home review, references, offer, mobilisation, day-90 review. No researcher hand-offs.
Outside this list, ask. The technical-sourcing playbook works across most engineering and product disciplines.
Frontend, backend and full-stack engineers across React, TypeScript, Go, Python, Rust, Java and Node. IC2 through Staff and Principal levels.
Site reliability engineers, platform engineers, DevOps and cloud specialists across AWS, GCP, Azure, Kubernetes, Terraform and observability tooling.
Data engineers, analytics engineers and ML engineers across Snowflake, Databricks, dbt, Airflow, Kafka, Spark and modern-data-stack tooling.
Application security engineers, security operations analysts, GRC leads, penetration testers and CISO-track candidates. CISSP, OSCP, CISA where relevant.
Help desk technicians, desktop support engineers, M365 admins, SaaS operations specialists and IT operations leads for technology employers.
Linux and Windows sysadmins, infrastructure engineers, hybrid-cloud admins and SRE-adjacent operations specialists.
Network engineers, network architects and SD-WAN specialists. Cisco, Juniper, Arista, Palo Alto and modern cloud-networking certifications.
Solutions architects, enterprise architects and pre-sales technical leads. Cloud, integration, data and security architecture specialisms.
Product managers, senior PMs, group PMs and product directors across SaaS, fintech, healthtech, devtools and consumer technology.
Technical project managers, program managers and engineering managers. PMP, PMI-ACP and Scrum-credentialed candidates with hands-on technical history.
Every search runs the same four-stage pipeline. Each stage has a fixed deliverable and a published timeline.
One call to lock the stack, the team shape, the comp band, the working model (in-office, hybrid, remote) and the deal-breakers. We come prepared, technically.
Within 72 hours we deliver a talent map of engineers and product staff matching the spec - by stack, by current employer, by seniority, by likely move motivation.
Technical screen by a consultant who can read the code, take-home or system-design review where relevant, references on past technical leads, sanction-list cross-check.
Offer coordination, counter-offer management, equity-conversation support, start-date logistics and a 90-day replacement guarantee from the start date.
Most technology recruitment agencies are built on volume - inbound resume flow, keyword screening, and high-throughput placement of whoever cleared the spam filter. We are built on signal. Our consultants come from technical backgrounds, so when your spec says "Go services on a Kafka-backed event mesh" we don't pattern-match on "Go" and call it done. We read the stack, we read the tech-debt context, and we filter the candidates against the engineering reality.
The result is a shortlist that is short on accident and high on technical fit. Four to six candidates rather than forty, each one sourced from the passive market, each one technically vetted, each one approached individually about your specific opening. The interview slate is qualified before you ever pick up the phone.
VPs of Engineering, CTOs, heads of product, technical recruiting leaders and engineering managers at US technology employers between Series-A startups and Fortune-500 enterprises. Companies that need their next engineer to commit working code in week one, not month three.
Pure executive search above C-suite, IT contract staffing, and call-center technology placements. The Lake Tech desk is built for direct-hire engineering, security, data, infrastructure and product searches.