Who we work with, and who we turn down

A boutique consultancy only works when the fit is right. Here is exactly who we are built for, and the cases where we will point you somewhere else.

Techy Recruiter works with venture-funded technology startups and scale-ups, roughly seed through Series C, hiring technical talent across Europe, the Gulf, and Egypt, most often in Web3, fintech, SaaS, and product-led companies. One-off hires are usually better served by an agency. We are not built for high-volume non-technical recruitment or enterprise-scale RPO programmes.

Who we are built for

Strong fit

Ownership: hiring owned by the founder, the Head of People, or one talent person carrying the whole plan
Stage: venture-funded, seed to Series C
Size: roughly 10–200 people
Volume: two or more technical roles running at the same time
Sectors: Web3, fintech, SaaS, product-led, developer tools
Markets: EU, Gulf, and Egypt, often several at once
Mindset: willing to change how you interview, not just who you interview

We will point you elsewhere

One-off hires. A retainer will not pay for itself. An agency will serve you better, and we will say so.
High-volume non-technical hiring. Not our specialism.
Enterprise RPO scale. Hundreds of hires needs a provider with a team.
CVs with no process change. If nothing about the process can change, we cannot fix the outcome.
Pre-funding, pre-product. Founders should make the first two or three hires themselves.

Where we hire

We work remotely across all these markets and regularly run multi-country searches for a single role.

Europe (primary): Netherlands (Amsterdam, Rotterdam), Germany (Berlin, Munich, Hamburg), Finland (Helsinki, Tampere), Portugal (Lisbon, Porto), plus Spain, France, the UK, Ireland, Sweden, Denmark, Belgium, Austria, and Poland.
Gulf / GCC: UAE (Dubai, Abu Dhabi), Saudi Arabia (Riyadh, Jeddah), Qatar (Doha), Bahrain (Manama), Kuwait, and Oman.
North Africa: Egypt (Cairo and 6th of October City), where we are based.

What we specialise in

Technical hiring for product companies: backend, frontend, full-stack, infrastructure and DevOps, data, security, and engineering leadership, plus the product and design roles around them. Our deepest sector experience is in Web3 and decentralised organisations, fintech and core banking, and B2B SaaS, including work for CoW DAO, Reaktor, WeTravel, Take In, Akkuro (formerly five°degrees), and most recently a funded startup where the whole talent function was built from zero.

How we decide together

The free diagnosis is a thirty-minute conversation about your team, your roles, and your hiring plan. It exists as much to disqualify as to qualify: if a different model or provider fits better, saying so costs us one call and saves you a quarter.

If you are still weighing up the options, the embedded vs RPO vs agency comparison lays out the trade-offs without a sales pitch attached.

Frequently asked questions

What size company do you work with?

Venture-funded startups and scale-ups, typically from seed through Series C, usually between about ten and two hundred people. Below that, founders can often still hire directly; above it, you generally need an in-house talent team rather than an external partner.

Which countries do you hire in?

Across Europe we are strongest in the Netherlands, Germany, Finland, and Portugal, and we also recruit in Spain, France, the UK, Ireland, Sweden, Denmark, Belgium, Austria, and Poland. In the Gulf we cover the UAE, Saudi Arabia, Qatar, Bahrain, Kuwait, and Oman. We are based in Egypt and hire across the Cairo tech ecosystem.

Do you recruit for non-technical roles?

Occasionally, for go-to-market and operations roles inside tech companies we already work with. We do not take on high-volume non-technical hiring, and we are not the right partner if that is the bulk of what you need.

Will you tell us if we do not need you?

Yes. The most common answers are that a single hire is better served by an agency than by embedded, that a company is big enough to hire an in-house talent lead, or that the real problem is the interview process rather than the pipeline. All three come up on diagnosis calls.

Last updated 14 September 2026

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