IT Staffing Agency — Qualified Submittals on the First Pass
Alliance is an IT staffing agency supplying contract, contract-to-hire, and permanent technology talent to employers across 36+ countries. Developers, cloud and infrastructure, cybersecurity, and data. Every candidate is technically vetted before submission, so your engineering leads stop screening people who should never have reached them. Contract submittals in 48 hours.
Our IT recruiters understand the technical requirements behind modern technology roles, from programming languages and cloud platforms to security frameworks and data environments. We combine targeted sourcing with practical technical screening to deliver candidates who match both the role requirements and your team’s working environment.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Is an IT Staffing Agency?
An IT staffing agency supplies technology professionals to employers on contract, contract-to-hire, or permanent terms, and on contract engagements remains the legal employer, carrying payroll, benefits, and compliance.
The reason IT leaders use one is rarely access to candidates. It is headcount. A project needs three cloud engineers for eight months. Approving three permanent roles takes a quarter and commits you for years. A tech staffing agency converts that into a bill rate you can start and stop.
The reason IT leaders stop using one is almost always the same: unqualified submittals. A generalist firm keyword-matches a CV to your job spec and sends it. Your engineering lead spends forty minutes discovering the candidate cannot do the thing. Repeated across five submittals, that is most of a sprint spent doing the agency’s screening for them.
Alliance vets technically before submittal. Not a phone screen against a checklist, but an assessment by someone who works in the discipline, with the evidence attached.
For permanent technology recruitment specifically, see our IT recruitment consultant service.
IT Staffing Agency Services — Technical Vetting Before the Submittal, Not After
Most IT staffing agency and IT recruiter agency models are optimised for submittal volume, because volume looks like activity and the screening cost lands on you. Alliance sends fewer candidates, each technically assessed, with the weaknesses written on the profile. It costs us submittals in month one. It is why engineering leads stop re-screening our shortlists by month three, which is the only vendor metric that actually matters.
How Fast Can You Fill an IT Role?
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Contract and contract-to-hire submittals: 48 to 72 hours.
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Permanent shortlists: 5 working days, or 2 to 3 weeks for niche and senior. Contract start date: 1 to 2 weeks after selection.
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Permanent start date: 3 to 6 weeks including notice; 6 to 10 weeks for senior.
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Team ramps of 5 or more: 3 to 6 weeks for a full cohort.
How Do IT Staffing Firms Compare on Cost and Fees?
Contract staff is charged at an hourly bill rate inclusive of pay, statutory employer costs, insurance, and administration, so the rate on the invoice is the total cost.
Permanent placements are charged as a percentage of first-year salary.
Ask any staffing firm for their markup as a percentage of pay rate. Firms that will not answer are usually the reason your bill rates are under pressure.
What We Offer in Every IT Staffing Engagement
Technical vetting before submittal, with the evidence attached:
Code review, architecture reasoning, or live technical conversation with an assessor competent in the stack. You receive what was tested and how the candidate performed, not a summary adjective.
Headcount-free capacity:
On contract engagements, Alliance is the legal employer. Payroll, statutory contributions, insurance, and administration sit with us. The person does not appear on your headcount and creates no long-term commitment. As an IT contract agency, that is the core of what you are buying.
Niche technical talent, sourced deliberately:
Cybersecurity, cloud and infrastructure, data engineering, ML, and specialist ERP are not filled from a database search. We source them, which is why the timeline for niche roles is stated honestly as 2 to 3 weeks rather than promised in 48 hours.
Risk-free tech hiring on contract-to-hire:
Run the person on our payroll for an agreed evaluation period, convert at a pre-agreed reduced fee, or conclude the contract with no severance exposure. The conversion fee is agreed in writing before the assignment starts, not renegotiated once you are attached to someone.
One vendor across contract, contract-to-hire, and permanent:
Onshore, offshore, and contract cloud technology staffing under one agreement, rather than three point-solution vendors and three sets of terms.
90-day replacement at no cost:
Contract staff who are not the right fit are replaced immediately, and unsatisfactory hours are not charged where flagged on day one. Permanent placements carry a replacement guarantee.
Need Qualified IT Contract Staff Fast?
Get technically vetted contract engineers matched to your stack and ready for review within 48 hours. Skip unqualified CVs and get candidates your engineering team can assess with confidence.
Our IT Staffing Process — From Requisition to Deployment
Technical Requirement Intake (Same Day):
We take the requisition from the person who will manage the work, not only from HR. Stack, codebase age, team size, on-call expectations, and what “senior” means in your organisation, because it means different things in different companies.
Sourcing (Hours 1 to 24):
Standard contract requirements are filled from candidates already vetted, referenced, and available. Niche roles are sourced actively, which takes longer, and we say so at intake rather than at day five.
Technical Vetting (Hours 12 to 48):
Capability assessed against your specific stack and seniority by an assessor in the discipline, alongside availability, rate expectation, and right to work. Evidence recorded per candidate.
Submittal (48 Hours for Contract, Day 5 for Permanent):
Typically three to five candidates, each with vetting evidence and stated gaps. A candidate strong on Kubernetes and light on Terraform is presented as exactly that. You decide whether the trade works.
Onboarding, Timesheets and Ongoing Management:
For contract staff, we handle onboarding, timesheets, payroll and all statutory obligations. We check in during week one and at agreed intervals, and manage extensions, conversions and offboarding.
Interview, Selection and Offer Management:
We coordinate technical interviews, gather structured feedback, manage candidate availability and rate discussions, and support offer negotiations. Once you select a candidate, we keep the process moving so agreed start dates are not lost to delays.
Technology Disciplines We Staff
Software Engineering:
Backend, frontend, full-stack, and mobile across Java, .NET, Python, Node, Go, PHP, React, Angular, Vue, Swift, and Kotlin.
Cloud and Infrastructure:
Cloud architects, DevOps, SRE, and platform engineers across AWS, Azure, GCP, Kubernetes, Docker and Terraform. IT infrastructure recruitment including network and systems engineering.
Cybersecurity:
Security engineers, SOC analysts, GRC and compliance specialists, and penetration tester staffing for both project and permanent engagements.
Data and AI:
Data engineers, analytics engineers, data scientists, ML engineers, and MLOps. We also hire machine learning engineers and AI specialists for teams building production models rather than proofs of concept.
QA and Test Engineering:
Manual, automation, and performance testing across Selenium, Cypress, Playwright, and API testing.
ERP and Enterprise Systems:
SAP, Oracle, Dynamics, Salesforce and ServiceNow consultants, developers and administrators.
Healthcare IT:
Clinical systems, EHR implementation and healthcare data roles, where domain knowledge and compliance experience matter as much as the stack.
IT Support and Service Desk:
IT support recruitment across all tiers, including teams that need scaling quickly for a rollout or migration.
Product and Delivery:
Product managers, business analysts, scrum masters, and delivery leads.
Who We Serve
IT Directors and VPs of Engineering under project deadlines
Enterprises with 250 to 10,000+ employees
Teams tired of screening unqualified submittals
Companies under bill rate pressure
Organisations juggling multiple point-solution vendors
Businesses ramping up or winding down
Companies launching new technology initiatives
Organisations covering unexpected technical gaps
Our Client Reviews
Alliance understood our technical requirements from the start and delivered candidates with the right skills and experience. Their screening process saved our team significant time during a critical hiring period.
We needed developers and cloud specialists quickly for an expanding project. Alliance provided a strong shortlist within the expected timeframe and helped us find professionals who matched both the technical requirements and our team culture.
What impressed us most was the quality of the candidates. Alliance recruiters clearly understood the technologies we were hiring for and helped us scale our IT team without compromising on technical standards.
Awards
Meet Our Leadership Team
Molly Anderson
Franchise Lead | Recruitment Franchise
Alex George
General Manager | RPO & Enterprise Recruitment
Nikki Miller
Head of Recruitment | Recruitment & Staffing
Frequently Asked Questions
An IT staffing agency supplies technology professionals to employers on contract, contract-to-hire, or permanent terms. On contract engagements, the agency remains the legal employer, carrying payroll, benefits, and statutory compliance.
The difference is whether candidates are technically assessed before submittal or keyword-matched from a CV. Ask any vendor what they test, who performs the assessment, and whether the evidence is supplied with the submittal. Most cannot answer the second question.
Contract staff is charged at an hourly bill rate covering pay, statutory costs, insurance, administration, and vendor markup. Ask for the markup as a percentage of the pay rate. Permanent placements are charged as a percentage of first-year salary.
Contract submittals in 48 to 72 hours, with a start date 1 to 2 weeks after selection. Permanent shortlists in 5 working days, or 2 to 3 weeks for niche and senior roles.
Alliance staffs security engineers, SOC analysts, penetration testers, and GRC specialists on both contract and permanent terms, with technical assessment appropriate to the discipline.
Look for three things: contract capability with the agency as legal employer, technical vetting before submittal, and a stated timeline for niche roles rather than a blanket 48-hour promise. Alliance provides all three.
Scaling support requires volume plus consistency. Alliance ramps service desk and support teams of 5 to 20 in 3 to 6 weeks, with the same vetting standard applied at volume.
Yes. The candidate works on Alliance’s payroll for an agreed evaluation period, then converts to your payroll at a pre-agreed reduced fee, or the contract concludes with no severance exposure.
Alliance does. We hold the employment contract and carry payroll, statutory contributions, insurance and administration. The person does not appear on your headcount.
Yes. Onshore, offshore, and hybrid teams across 36+ countries, including established delivery hubs in India and Eastern Europe, under one agreement.
Typically three to five, each with vetting evidence and stated gaps, rather than fifteen unscreened submittals.
Contact Alliance with the requisition, the stack, the seniority, and whether you need a contract or permanent. We confirm feasibility at your rate band and submit within 48 hours for contract roles.
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