Hiring Across AI, Data and Tech
Our placements stay and thrive. That is a result of our vetting process and aftercare.
of our candidates stay beyond three years
Contract and freelance requirements don’t wait, and neither do we.
to deliver a vetted contract shortlist
Nobody reaches your shortlist on a CV alone. We’ll talk you through what each stage told us about the person, not just whether they passed.
of vetting before any candidate reaches your shortlist
Roles we recruit for
AI
AI Platform Engineer
AI Engineer (Agentic / Applied)
LLMOps Engineer
MLOps / ML Platform Engineer
Machine Learning Engineer
AI Solution Architect
AI Security Engineer
AI Technical Solutions Engineer
Data
Data Platform Engineer
Data Engineer
Analytics Engineer
Data Architect
Streaming Engineer
Head of Data
Data Engineering Manager
Tech
Backend, Frontend and Full-stack Engineers
Forward Deployed Engineers
Cloud, DevOps and Platform Engineers
SRE and DevSecOps
Infrastructure and Network Engineers
Cybersecurity Engineers and Architects
Engagement models
Different problems need different models. We’ll tell you which one is the right solution for you and the company.
Permanent
Hiring long-term engineers. Suited to businesses looking to scale up, find a niche specialist or technical expert, or grow an existing team.
Contract & Freelance
Vetted specialists, engaged compliantly, working from day one. Suited to CapEx projects, rapid scaling, upskilling an existing team, or covering an urgent gap.
Embedded partner
We work as part of your team for an agreed number of days a week, on a daily or monthly fee rather than per-placement. Your roles, your process, your brand in front of candidates. Suited to organisations scaling over a defined period who don’t need a full-time internal recruiter.
Bespoke
None of the above quite right? Most hiring problems don’t arrive in a unified category. We create bespoke solutions based on your exact hiring needs.
What you get working with Noorex
01
Brief and alignment
Exploratory scoping call with all stakeholders involved. We agree what the person will own, what the interview process looks like, and the date you need them starting. Then we set up the channel you actually use, Slack or Teams, and a recurring feedback call, so the process stays on track and you hire on the timeline you agreed.
02
Market analysis and network
Based on the search, the timeline and the demand, a full mapping of the talent pool against your brief, with reports included: who’s hiring against you, where the supply actually is, and our honest recommendation. Alongside the mapping we work our vetted network and referrals, where the strongest candidates usually come from.
03
Qualification and references
Every candidate is spoken to, not screened on paper: technical depth against your specification, what they have built and run, their motivations, and their team and cultural impact. Two technical references, taken with their consent, focused on performance and capability rather than confirming a job title.
04
Shortlist
Five CVs maximum, each with our reasoning. Alongside it, live market intelligence: salary reports, who else is competing for these people, and what’s making candidates say no.
05
Controlling the process
This runs on trust, not volume. If a candidate stops being right for the role, whether their motivation shifts, a reference doesn’t hold up, the fit isn’t there, or they’re not invested, we pull them and tell you why. We’d rather lose a placement than send you the person who’s available now instead of the person who’s right.
06
Offer and onboarding
We manage feedback and the notice period, and keep you up to date until and after the start date.
07
Monthly and quarterly review calls
We check the hire is having the designated impact the role was created for and have a 360 feedback loop.