IT & Tech Staffing
Technology professionals who strengthen the team you already have
Staffing has been WizeTek’s core business for five years. We place pre-screened software, cloud, data, AI/ML, DevOps, QA and architecture professionals into client teams — through contract, staff augmentation, contract-to-hire and direct hire.
Every candidate is technically screened against your requirements before you see them. You get a curated shortlist with notes on why each person fits, not a queue of resumes to work through.
Roles we fill
A wide network, from individual contributors to VPs
We place across the whole delivery organization. AI/ML, MLOps and generative AI specialists are a first-class part of that network, not an afterthought bolted onto a data practice.
Engineering
- Full-stack Engineers
- Backend Engineers
- Frontend Engineers
- Mobile Engineers
Cloud & Platform
- Azure Architects
- AWS Architects
- Google Cloud Architects
- DevOps Engineers
- Site Reliability Engineers
- Security Engineers
Data, AI & Analytics
- AI / ML Engineers
- MLOps Engineers
- LLM & Generative AI Specialists
- Data Engineers
- Data Scientists
- BI Developers
- Data Architects
Quality & Delivery
- QA Engineers
- Test Automation Engineers
- Project Managers
- Business Analysts
Product & Leadership
- Product Managers
- Engineering Managers
- Directors
- VPs of Engineering
Enterprise Systems
- SAP Consultants
- Oracle Consultants
- Salesforce Consultants
- ServiceNow Consultants
Screening
What “pre-screened” actually means here
Screening is run by someone who works in the discipline being hired for, not by a recruiter matching keywords. What gets checked changes with the role — a data engineer and a cloud engineer are not assessed against the same things.
Data Engineer
- SQL depth
- Python and PySpark
- ETL/ELT design
- Cloud data platforms
- Data modeling
Cloud Engineer
- Cloud architecture
- Networking
- Infrastructure automation
- Security and access
- Deployment
AI / ML Engineer
- Python
- Model development
- ML pipelines
- Deployment
- MLOps
Available now
People who can start this month
A sample of the pre-screened professionals currently on the bench, grouped by discipline. Profiles are anonymized until you engage.
Engagement models
Three ways to bring people on
The right model depends on how certain the role is and how fast you need it filled. We’ll tell you which one we think fits.
Contract / Staff Augmentation
Add specialists to your team for a defined period. You direct the work; we handle sourcing, contracts and payroll.
- Fastest route to capacity
- Scale up or down by project phase
- No long-term headcount commitment
Contract-to-Hire
Work with someone on contract first, convert them to permanent when both sides are confident it fits.
- Evaluate on real delivery
- Agreed conversion terms up front
- Lower risk than a cold permanent hire
Direct Hire
A permanent placement, sourced and screened to your specification and presented as a curated shortlist.
- Full search across our network
- Shortlist only, never a resume dump
- Replacement guarantee included
How it works
Six steps from intake to onboarding
Every placement runs the same route, so you always know which step a role is on.
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Intake & role calibration
We work through the role with your hiring manager: the stack, the seniority, the team it joins, and what a strong first ninety days looks like.
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Sourcing from our network
We search our existing network first, then run targeted outreach. Most roles draw from people we've already worked with or screened.
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Pre-screening & technical interviews
Every candidate is pre-screened, then interviewed technically by someone who works in that discipline — not by a recruiter reading a keyword list.
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Background & reference checks
Background checks and references are completed before anyone reaches your shortlist, not after you've decided you want them.
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Curated shortlist
You receive a small set of candidates who've already cleared every step, each with notes on why they fit. We don't forward volume.
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Onboarding & account management
A dedicated account manager runs onboarding, checks in through the engagement, and owns the replacement guarantee if a placement doesn't work out.
What you can rely on
Screening rigor, and someone who owns the outcome
Pre-screening on every candidate
Nobody reaches your shortlist without being screened first.
Technical interviews by practitioners
Interviews are run by people who work in the discipline being hired for.
Background & reference checks
Completed before shortlisting, not after an offer is on the table.
Curated shortlists only
A small set of qualified people with notes, never a stack of forwarded resumes.
Dedicated account management
One named contact who knows your teams, your stack, and your hiring bar.
Replacement guarantee
If a placement doesn't work out in the first weeks, we replace them at no extra cost.
Tell us the role, we’ll bring the shortlist
Send us the requirement and we’ll come back with who we’d put forward and how quickly we can move.