NexGen/Practices/Technology recruitment and offshore teams
Technology hires, screened by technologists.
We recruit for technology roles, from developers and data engineers to ERP leads and heads of technology, with every candidate interviewed by a practitioner in the same discipline. Or we build your offshore office, hire the team and manage it on your behalf, so it delivers your goals.
- Led by
- Technical recruiters and practice leads
- Roles
- Engineering, data, AI, ERP, leadership
- Shape
- Permanent, contract or a managed offshore team
- First step
- Role brief
A CV cannot tell you whether someone can do the work.
Technology hiring goes wrong in a predictable way. The brief is a list of tools, the shortlist is matched on keywords, and the interview panel has nobody who can test the skill. The cost shows up six months later.
Because NexGen runs practices in ERP, AI, software and finance technology, every candidate we put forward has been interviewed by someone who does that job. We also help write the brief, so that the role you advertise is the role you need.
From one hire to a whole offshore team.
Permanent hiring
Engineers, analysts, architects and managers for your own payroll.
Contract hiring
Contractors for defined periods, when a project needs a skill that the permanent team does not.
Leadership search
Heads of technology, data, AI, ERP and digital, approached discreetly.
Team build-outs
A whole function hired in sequence: the lead first, then the team around them.
Technical assessment
Practical assessments and structured interviews run by our practice leads, also available for your own candidates.
Offshore office and managed team
We set up your offshore office, hire the team, and manage it on your behalf against the goals you set, with regular reporting on delivery.
Four steps, each with something you can hold.
The right-hand column is what you have in your hands at the end of each step. We confirm timing in the plan, once we have seen the work.
- 01
Brief
We define the job to be done, the must-have skills and how success will be judged.
Role brief - 02
Search
We approach the market through networks and direct search, not only job boards.
Long list - 03
Assess
A practitioner in the same discipline interviews each candidate and writes up the result.
Assessed shortlist - 04
Offer and start
We support the offer, the notice period and the first weeks in the role.
Hire in seat
- A role brief that describes the job to be done
- A shortlist assessed by practitioners
- A structured interview process you can reuse
- Support through offer and notice period
- Follow-up after the hire has started, or a managed team reporting against your goals
Technical recruiters
Run the search and look after candidates.
Practice leads
Interview and assess candidates in their own discipline.
Research associates
Map the market and build the long list.
Practices that often join this one.
Problems rarely respect a single domain. One engagement lead coordinates across practices, so you never manage our hand-offs.
Staff augmentation
When you are building your own technology and innovation capability, we place vetted engineers, analysts and architects inside your team.
Open the page →Websites and apps
Product designers and engineers who take a website, portal or mobile app from the first wireframe to the release, and look after it once it is live.
Open the page →Agentic and generative AI
We build AI agents that run inside your live workflows: reading documents, reconciling records, drafting responses and routing approvals.
Open the page →- Practice
- Technology recruitment and offshore teams
- Delivery
- International
- Client presence
- Saudi Arabia