Most IT recruiting firms screen for keywords. recruit22 screens for capability. We bring engineering and cybersecurity fluency to every search — which means we ask different questions, catch different risks, and present candidates your team can actually evaluate with confidence.
A recruiter who doesn't understand the difference between a solutions architect and a software engineer, or between a CISO and a security analyst, can't accurately evaluate the candidates they're presenting to you. They're pattern-matching against a job description.
You're the one who has to figure out what's real when the candidate is sitting across the table.
recruit22 was built to solve that problem. Our founding team brings 20+ years of combined experience in software engineering, cybersecurity, and enterprise recruiting. We evaluate technical candidates from the inside — assessing real capability, not credential surface area. And we stay involved through the process in a way that most recruiting firms don't, because we know what good looks like and we're not going to hand off a shortlist and disappear.
Precision recruiting for CTOs, CISOs, VPs, and directors. Discreet, embedded, and built for organizations where a mis-hire at the leadership level is not a recoverable event.
Specialized technology recruiting across engineering, infrastructure, data, and cybersecurity. We screen for technical capability and cultural fit so your team isn't wasting time on the wrong candidates.
Flexible contract and contract-to-hire models for project-based needs and coverage gaps. Screened to the same standard as permanent placements.
Quick access to specialized technical talent when your team needs to scale fast. We compress the timeline and make sure people can contribute from day one.
Decades of combined expertise applied to your hiring strategy, role scoping, and market calibration. For organizations that want to hire smarter — before the search starts.
We bring engineering and cybersecurity depth to candidate assessment. For security roles, evaluation includes CISO-level practitioner review.
Multi-layer screening — digital footprint checks, technical validation, reference verification — designed to catch inflated resumes and fraudulent profiles before a candidate reaches your desk.
We calibrate roles, shape interview panels, join interviews when useful, and align stakeholders early. We stay involved from initial scoping through offer and onboarding.
We'll tell you when compensation isn't competitive, when a role needs to be re-scoped, when a candidate is a risk, or when the market doesn't match your expectations — before it becomes a problem.
We deeply understand your organization — culture, constraints, risk profile, objectives. Not just the job description.
Our outreach goes beyond active job seekers. We target passive candidates and leverage trusted relationships — avoiding inflated and fraudulent profiles from the start.
Technical validation, digital footprint checks, and reference verification. What reaches your desk has already been evaluated, not just collected.
We guide candidates and clients through the end-to-end process — often participating directly in interviews and helping stakeholders align before decisions stall.
We stay engaged beyond placement. If something isn't right, we want to know. Our long-term client relationships are built on what happens after the hire, not just before it.
