Engineering Recruitment Agency
Hiring the Best Engineers Worldwide
Hiring engineers is risky. Pretending otherwise is negligent.
Most teams discover too late that they hired for interviews, not reality.
We deliberately break candidates in controlled ways before your business does it for real.
Roles rejected outright when expectations are unrealistic
97% retention because we say no more than yes
Zero tolerance for untested engineers
Used by teams where mistakes have real consequences
Call us to evaluate the risk properly.
Book a 15-min call and see why our hires stick, ship, and scale.
Engineering roles where risk is examined before you commit.
Tired of recruiters who don’t understand your skills and experience?
For engineers considering roles we’re already handling.
Roles discussed in the context of your skills and experience. No keyword games
You’re not dropped into a role where ownership is unclear or political
You’ll know what you’re on the hook for before you speak to the team
We’d rather advise you to pass than push you into a bad fit
Review active roles and apply where the accountability fits.
What we do
RunTime helps engineering teams avoid bad hires in complex, real-world systems.
We recruit embedded, electronics, electrical, QA, and edge computing engineers where failure is expensive and recovery is slow.
We Understand Engineering
We don’t skim resumes. We interrogate competence.
Our screening is grounded in how systems actually fail. Firmware, embedded systems, electronics, mechatronics, and product development are not buzzwords to us. They are constraint sets.
No Template Hiring
There are no interchangeable engineers.
We align to your system, your risk profile, and your delivery pressure. That’s how candidates contribute quickly instead of becoming rework.
Signal Over Volume
We don’t flood you with CVs.
We apply targeted outreach, referrals, and a curated database to surface candidates who have shipped real systems and lived with the consequences.
We Own the Risk With You
We challenge job specs, sanity-check expectations, pressure-test candidates, and manage interviews and compensation with intent. Our role is to reduce hiring risk, not just fill seats.
Talk to us before the wrong hire costs you six months.
Roles
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Team Leaders
Technical Team Leads manage tech professionals, coordinate projects, mentor and train, make high-level decisions, and drive team success.
IOT Engineers
IoT Engineers design and build systems that connect everyday devices to the internet, enabling remote monitoring and control.
Electrical Engineers
Electrical Engineers design, develop and test electrical systems, from small electronic devices to large power generation plants.
QA Engineers
QA Engineers test software and systems to ensure they meet quality standards, detect defects, and ensure user satisfaction.
Electronics Engineers
Electronics Engineers design, develop and test electronic systems, from tiny microchips to large-scale communication networks.
Mechanical Engineers
Mechanical Engineers design, develop and test mechanical systems, from small parts to large machines, ensuring they function effectively and safely
Technologies
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Highlights
Workflow
| Phase & Timing | What Happens | Why It Matters |
|---|---|---|
| Kick-off (30–60 min) |
| Aligns everyone on goals and process, prevents scope creep later. |
| Market Research (Day 1) |
| Sharpens the pitch so we attract exactly the right talent. |
| Candidate Sourcing (Week 1–2) |
| Builds a quality funnel, no résumé blasts. |
| Shortlisting (≈ 1 day) |
| Saves you time, only the top three candidates move forward. |
| Presentation & Interviews (Week 2–3) |
| Maintains momentum and candidate engagement throughout. |
| Offer Management (≤ 1 week) |
| Reduces last-minute surprises and renegotiations. |
| Post-Hire Support (First 4 weeks) |
| Protects your investment and boosts retention. |
Some Clients
