TechMahan

IT Services

From resumesto finalists.

Hire vetted technical talent without the 200-resume slog. Permanent placement, contract-to-hire, and offshore teams. We handle the screening so you do not have to.

For HR directors, talent acquisition leads, COOs, and founders hiring for global teams.

Leverage Our ExpertiseSee how we vet

How we place

You get a shortlist of people who can start and deliver. Not a database dump.

How we engage

GlobalOn-siteRemote

The real cost of a bad hireis not the salary.

It is the three months of missed deadlines. The team morale hit. The project that slips because someone looked good on paper but could not ship.

Most companies do not have time to screen 200 resumes. They do not have the technical depth to vet a senior DevOps engineer or an AI/ML specialist. Most agencies send a database dump and call it a shortlist.

We screen every candidate before you see them. We verify references by calling previous managers. We match for your stack, team size, and pace, not just a skills list.

Hiring managers reviewing a vetted shortlist together

Staffing catalog

Detailed pages forhow we hire and place.

Each page covers the mechanism, process, deliverables, and FAQ. Start here, then brief a role.

How we vet

Technical screens, reference verification, and shortlists of finalists. See how TechMahan vets IT talent before you interview.

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Roles we place

Hire full-stack developers, DevOps, QA, AI/ML, mobile, and technical leads through TechMahan. Vetted finalists for growing companies.

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Engagement models

Permanent, contract, and contract-to-hire IT staffing from TechMahan. Same vetting discipline across engagement models.

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Global teams

Build distributed IT teams with TechMahan. Vetted talent, clear communication fit, and staffing that works across borders and timezones.

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How we vet

Here is exactly what we checkbefore you see a candidate.

Most agencies skip steps. Some skip reference checks entirely. We do not skip anything, because sending you the wrong person costs us more than it costs you.

  1. Step 01

    Technical screen

    Live coding or architecture review, evaluated by someone who has done the job. A full-stack developer ships a feature. A DevOps engineer designs a pipeline. We judge the output, not the buzzwords.

    1

  2. Step 02

    Reference verification

    We call previous managers and teammates. Not a form email. What they shipped, how they handled pressure, and whether the reference would hire them again.

    2

  3. Step 03

    Cultural and communication fit

    Remote, hybrid, client-facing, startup pace. We match autonomy, communication style, and team dynamics to your environment, not just a skills list.

    3

  4. Step 04

    Shortlist of 3

    Three people who can do the job and start when you need them. Each brief covers fit, what they have built, what references said, and any gaps you should know.

    4

Roles we fill

If it is technical and critical,we can find the right person.

If we cannot, we will tell you upfront, not after wasting your time. We do not place roles we do not understand.

  1. Full-stack developers

    React, Node, Python, .NET, Go, Ruby on Rails. Engineers who ship end to end, not just talk through a stack.

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  2. DevOps & cloud engineers

    AWS, Azure, GCP, Kubernetes, Terraform, CI/CD. People who keep releases stable and delivery moving.

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  3. QA & test automation

    Selenium, Cypress, Playwright, plus manual depth. Quality that catches real failures before users do.

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  4. AI / ML & data science

    Model development, MLOps, data pipelines, NLP, computer vision. Talent that puts AI into production products.

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  5. Mobile developers

    iOS (Swift), Android (Kotlin), React Native, Flutter. Apps that hold up in day-to-day use.

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  6. Data engineers & architects

    ETL pipelines, data warehousing, SQL and NoSQL optimization for teams that run on clean data.

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  7. Cybersecurity specialists

    Application security, cloud security, penetration testing, and compliance-minded practice.

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  8. Technical PMs & Scrum masters

    Agile, SAFe, cross-functional leadership. Operators who keep scope, timeline, and stakeholders aligned.

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Leadership roles

Technical leaderswho can actually run the work.

CTO, VP of Engineering, Head of Product, and Director of DevOps or Platform Engineering. Strategy tied to delivery.

CTO

Technical strategy, architecture decisions, and team building for companies that need a clear technical lead.

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VP of Engineering

Engineering culture, delivery velocity, and scaling teams without losing quality.

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Head of Product

Product strategy, roadmap execution, and stakeholder management that stays tied to delivery.

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Director of DevOps / Platform

Infrastructure strategy and reliability engineering for teams that need the platform to keep up.

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Vetting standard

Finalists you can defendto your board and your team.

Most agencies optimize for volume. We optimize for signal. You see fewer names, with more proof behind each one.

01

Three finalists, not thirty

Every shortlist is capped. You meet people we would hire on our own team.

02

References we actually call

Previous managers, not friends listed on LinkedIn. Gaps get named upfront.

03

Context, not keyword match

Stack, pace, and team size matter. Skills lists alone do not.

Leverage Our Expertise. We reply within one business day with how we would run the search, or an honest no if the seat is outside our lane.

Leverage Our ExpertiseSee the full vetting steps

How decisions get made

Shortlists built formanagers who must decide.

Every candidate comes with why they fit, what they have built, what references said, and gaps you should know. No surprises in the interview.

Quiet placement handshake between staffing partner and operator

How we engage

Three waysto work with us.

Permanent placement, contract-to-hire, or dedicated offshore and nearshore teams. Pick the model that matches your risk and timeline.

Permanent placement

We handle sourcing, screening, references, and interview coordination. You interview a shortlist of 3 and make the final call. 90-day check-in. Replacement guarantee if the hire leaves within 90 days.

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Contract-to-hire

A pre-vetted contractor joins your team for typically 3 to 6 months. You evaluate real work, then convert, extend, or part ways. No conversion fee if you hire full-time.

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Offshore & nearshore teams

Dedicated teams across borders. We handle engagement structure with your counsel. Timezone fit and local employment norms are part of the brief, not an afterthought.

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How fast

Realistic timelines.Regular updates.

We do not promise same-day miracles. From a hiring process to a hiring decision, with clarity at every stage.

Executive search (CTO, VP Engineering)

4 to 6 weeks for shortlist

Senior technical roles (Staff, Principal)

2 to 3 weeks for shortlist

Mid-level and contract roles

1 to 2 weeks for shortlist

Offshore team build

4 to 8 weeks for a full team, depending on size and specialization

Week 1

Role definition and sourcing begins

Week 2

First candidate profiles for review

Week 3

Shortlist of 3 fully vetted candidates

Ongoing

Weekly status updates until the role is filled

Why TechMahan for staffing

What makes ourstaffing different.

Signal over volume. Technical screeners who understand the work. Context matching. Support after the placement.

We do not send resumes. We send finalists.

Most agencies optimize for volume. We send 3 people who have been technically screened, reference-checked, and matched to your context. That is 200 hours of work you do not have to do.

We understand the roles we place.

Screening is done by people who have worked in technical roles. We know the difference between building a component and architecting a frontend system, and what DevOps means in practice.

We match for context, not just skills.

A senior engineer at a 10-person startup operates differently than one at a 1,000-person enterprise. We ask about team size, pace, communication, and technical debt.

We stick around after the placement.

90-day check-in. Replacement guarantee on permanent placements. Ongoing support if the fit needs adjustment. We do not disappear after the invoice is paid.

Ready for finalists instead of another resume pile?

Leverage Our Expertise

After the hire

We stick aroundafter the placement.

90-day check-in. Replacement guarantee on permanent placements. The handshake is the start of accountability, not the end of the invoice.

Collaborative studio representing talent already in the work

Coverage we still want

Leadership placementsdeserve their own frame.

Placeholders mark photography we will add. Keep filenames under public/assets.

Hiring conversation focused on role fit and delivery
Engineering workstation representing placed technical talent
Distributed team collaborating over shared workstations

How we earn trust

Our staffing philosophy.

Every candidate is technically screened. Every candidate comes with reference verification. Every shortlist has 3 people, not 30. Serving clients worldwide.

  1. 01

    Strong over many

    We would rather send you 2 strong candidates than 10 mediocre ones.

  2. 02

    Honest over filled

    We would rather tell you we cannot fill a role than send you the wrong person.

  3. 03

    Process over shortcuts

    We would rather turn down a client than compromise our vetting process.

One role. One message. We will handle the rest.

Leverage Our Expertise. Tell us what you are hiring for and we will map the path.

Start a Conversation

We reply within one business day. Or email info@techmahan.com. No long questionnaires. A short message about the role, and we take it from there.

Questions we are actually asked

  • No. We do permanent placement, contract-to-hire, and long-term contract staffing. We recommend what actually makes sense for your need, not what pays us the most. Permanent roles include full-cycle recruiting with a replacement guarantee. Contract-to-hire lets you test the fit first. Dedicated offshore teams help you scale without adding headcount.

TechMahan places vetted IT talent for companies across the United States, United Kingdom, and United Arab Emirates. We understand employment norms, contractor classification, and the pace each market expects.