The passive power play
How to communicate an embedded role to engineers who are not actively applying.
Read more →For a stalled engineering search
Advertising hasn’t produced the right engineer
If advertising has produced applications but not the right engineer, RunTime helps examine the brief, constraints, applicant fit and assessment process before deciding whether direct search is the right next step.
The hiring problem
The problem may be reach, but it may also be the role, market or selection process.
Capable engineers do apply to advertisements, and direct search does not guarantee a hire.
A stalled search can reflect unclear ownership, competing requirements, salary or location constraints, work-rights limits, or an assessment process that loses suitable people.
The useful first step is to identify which constraint is actually reducing the field.
Roles we recruit
Relevant roles
- Embedded and firmware searches
- Electronics and hardware searches
- FPGA and digital design searches
- Controls and automation searches
- Technical leadership searches
The role determines the required combination. These are not presented as skills every candidate must have.
What we assess
Evidence behind the CV
The initial discussion examines:
- Role scope and essential responsibilities
- Salary and market alignment
- Location, flexibility and work-rights constraints
- The interview and technical assessment process
- Fit within the existing applicant pool
- Gaps that may require targeted direct search
How we search
A search built around the actual work.
The approach and scope for reviewing existing applicants are agreed first. Where direct search is appropriate, RunTime clarifies the brief, checks relevant existing relationships, approaches engineers directly and assesses interested people against the role.
What your shortlist contains
Reasons, evidence and open questions.
- Why the person is being recommended
- Evidence relevant to the brief and personal ownership
- Gaps or claims requiring further technical validation
- Location, work rights, remuneration expectations and availability
Relevant evidence and engineering insights
Read the thinking behind the assessment.
The embedded hiring paradox
Why applicant volume and relevant engineering evidence are different things.
Read more →Embedded job briefs beyond keyword lists
A discussion of defining responsibilities before matching CV terms.
Read more →Frequently asked questions
Practical questions before a search.
Will you review every applicant we have received?+
The useful scope depends on applicant volume, the brief and what has already been assessed. The approach is agreed during the initial discussion; this page does not offer unlimited or free applicant screening.
Does direct search guarantee a successful hire?+
No. It can reach relevant engineers who did not apply, but outcomes still depend on role fit, market conditions, compensation, location, process and candidate interest.
Do we need a finished job specification before speaking?+
No. An initial discussion can clarify the role’s responsibilities, constraints and essential experience before the brief is finalised.
Can RunTime work with our existing interview process?+
Yes. RunTime’s assessment adds evidence and context before interview; it does not replace the employer’s technical evaluation or hiring decision.
What commercial terms apply?+
The applicable engagement model and fee are agreed in writing before a search begins. Current general terms are available on the Terms of Business page.
Discuss your hire
Start with the role and the engineering problem.
No finished job specification is required for an initial discussion.