We Cover Four Platform Families. That Is the Entire List.
Most technology recruiters span every stack, which means they match on keywords because there is no other way to cover that much ground. We went the other direction.
The trade is straightforward. We turn down briefs outside these families, and in exchange the people screening your requirement have worked on the platform in question. On estates where every configuration is bespoke, that is the difference between a first sprint spent delivering and a first sprint spent reading code.
The Complete List, Not a Selection From It
This is not an excerpt of a wider capability statement. There is no fifth column waiting behind a sales conversation.
Guidewire
NICE Actimize
Duck Creek & SAS
Financial crime disciplines
Platform or discipline? Where the work is platform-critical — an upgrade, a tight date, an undocumented estate — we hold the line on vendor experience. Where the value is in judgement, we brief the discipline and open the pool wider. Deciding which is a conversation, not an assumption.
The Case for a Narrow Agency, in Three Steps
- 1
Every one of these platforms is configured differently at every organisation
Two insurers on the same version of the same product share almost nothing underneath: the product model, the rating structure, the rules and the integrations are specific to the business. The same is true of a tuned financial crime estate, where thresholds and segmentation reflect years of decisions nobody wrote down.
- 2
So the expensive variable is ramp-up, not day rate
A platform-naive hire becomes productive late in the engagement, which is usually when a fixed-term contract ends. The cost never appears on an invoice — it shows up as a release that slipped, or a rate revision that needed a second pass.
- 3
Which means screening has to be done by someone who knows the platform
You cannot assess whether an engineer really owned a product model, a rule set or a tuning cycle unless you understand what those involve. That is not a scalable skill across every technology, so we did not try to scale it. We narrowed the coverage instead.
Six Commitments You Can Hold Us To
Written as behaviours rather than values, because behaviours can be checked against what actually happened on your brief.
- Honest intake first
- On the first call we tell you whether the brief is realistic — whether the rate attracts the depth you described, whether the pool exists in your window, and where a near match would work. Hearing that in week one is worth more than a full pipeline in week four.
- Screening by a practitioner
- Every profile is reviewed by someone with experience of the platform or discipline in question. The conversation is about decisions owned, not tools listed — how the product model was structured, what happened at the last rate revision, how a threshold change was evidenced.
- Shortlists with the gaps written down
- Profiles arrive with a written view on depth by area, and where a candidate is lighter we say so on the shortlist rather than letting it surface in your interview. Platform depth and domain judgement are rated separately, because they are separate things.
- No volume submission
- A short shortlist you can act on, not a long one you have to filter. If we cannot produce that, we tell you the search is not working rather than padding it.
- Right to represent, always
- No profile is shared with a client without the candidate agreeing to it first, and no candidate is put forward to the same role twice through different routes.
- Present through the first weeks
- We stay reachable after the start date, check in during onboarding, and raise the extension conversation early rather than in the final fortnight. Most problems that look like performance are access, priority or brief problems that are fixable in a week.
What We Will Not Do
Every one of these costs us revenue at some point. They are here because a staffing relationship that survives more than one placement depends on them.
- Take a brief outside our practicesIf it is not insurance core platform or financial crime technology, we will say so and, where we can, point you somewhere better.
- Present a near match as a direct matchCross-platform and cross-discipline moves sometimes work. When we propose one, we say what the ramp-up costs rather than presenting it as an even swap.
- Promise a timeline we cannot holdEspecially against regulatory dates. We would rather tell you which role is the binding constraint than agree to a plan built on an assumption.
- Quietly staff a model that does not fitIf your brief describes a dedicated pod but you asked for contractors, or a project team where the scope is still moving, we raise it before mobilising.
- Send a profile without the candidate's agreementRight to represent is confirmed first, every time, without exception.
- Place someone we expect to failA fee earned on a placement that ends in month two is not worth the client relationship or the candidate's next year.
Three Kinds of Buyer, Three Different Conversations
Insurers, MGAs and TPAs
Carriers running Guidewire or Duck Creek who need platform depth for a release, an upgrade wave, a new line of business or continuous BAU change.
Solutions for insuranceBanks, payments firms and fintechs
Financial crime and compliance teams staffing detection, tuning, case management, data and remediation work that gets examined afterwards.
Solutions for bankingDelivery partners and consultancies
Implementation partners whose client programme ramped faster than their bench, needing people who can work inside an existing configuration standard from day one.
Compare staffing modelsSend Us a Brief and See Whether the Intake Call Is Different
That is the part you can judge quickly. Two lines about the requirement is enough to start — we will come back with the roles that fit, an honest view of the market for them, and where we think the brief needs changing.
Talk to a Specialist
A short conversation before you send anything formal.