You know exactly what you're looking for.
The brief is clear, the team is available to move fast, interviews, feedback, decisions. No need to iterate for weeks.
Success-based recruitment
No feeuntil your candidate has started in the role.
To hire your engineers, leads and tech managers. You pay when the candidate starts, and we follow them until the end of their trial period.
The model
Success-based, the Bluecoders way
If we don't hire, you pay nothing: that is what forces us to accept only the missions we know we can deliver.
No fixed fees, no retainer. A model that pushes us to give our best on every mission, and that aligns our interests with yours.
When to choose success-based
3 situations where success-based is the right call
You have a critical role to fill.
A senior, rare, strategic profile, the one who's going to change something in your team or your product. You need someone who genuinely hunts, not just posts.
You would rather a firm turned down a mission than promised it to you.
We only accept the missions we know we can deliver. If that's not the case, we tell you.
How it works
Our 5-step success-based method
- 01
Understanding the need
A real in-depth conversation: business context, team dynamics, what's already been tried. An honest read on the market and the attractiveness of your opportunity.
- 02
Precise targeting
Network, direct outreach, pipelines, targeted broadcast, every lever activated with one priority: the profiles that truly match, not a shortlist filled quickly.
- 03
In-depth qualification
Every profile presented has been met. Trajectory, motivations, fit with your team and current challenges, not just skills on paper.
- 04
Our analysis
A focused shortlist with our read on each profile, strengths, things to watch, and why it could work for you. You decide with full information.
- 05
Commitment
Decision support, offer accompaniment, candidate follow-up through the end of the probation period. Recruitment doesn't stop at the signature.
Benefits
What success-based brings you
A tailored partnership
Every mission is built around your context, stakes and constraints, not a standard formula applied to everyone.
Rare and hard-to-find profiles
Profiles who are not on the market: already in a job, approached directly, never through a job ad.
A model with no fixed fees
You pay on mission success, no retainer, no monthly fees. We share the risk with you.
Defence, Industry & Hardware
Hiring in a security-cleared environment?
Security clearances, restricted-access zones, programme confidentiality: a dedicated practice, led by Caroline, supports these hires.
Our results
Since 2016, in figures
Engineers, managers and tech leaders, for start-ups, scale-ups and industrial companies.
- 2,000+
- tech and engineering hires since 2016
- 800+
- companies we have worked with
- 10 years
- recruiting engineers and tech leaders
- C
Mechatronics Manager
Cegelec Défense
Head of Data
Therapanacea
2 Full-Stack JS Devs, 1 Staff Fullstack Engineer, 1 Staff Mobile Engineer
Joko
- S
Engineering Manager, AI & Algo Product Manager, ML Engineer
Safran.AI
Staff AI Engineer
Alpha10X
Founding Engineer
FullEnrich
Client testimonials
What our clients appreciate
"They understood our tech and human needs."
Great experience working with Bluecoders. They really understood our needs, both on the tech side and the human side, and that made all the difference.
Founding Engineer hire, 3 weeks
Jean-Luc Manceron
CTO at FullEnrich
"Real follow-through over time."
We've worked with Bluecoders on several tech hires, and every time the team has been serious, responsive and professional. A strong understanding of our needs. Highly recommended!
2 full-stack JS developers, 1 Staff Fullstack Engineer, 1 Staff Mobile Engineer
Deborah Rippol
DRH at Joko
"Tailored support, start to finish."
Very happy with the hires we made with Bluecoders. Their guidance and the advice they provided throughout the process were genuinely valuable.
Engineering Manager hire, 2 months
Jean-Louis Villeminot
CTO at Naboo
Candidates we have already met
Why our shortlists move fast
Our recruiters also run RPO assignments. Every week they meet engineers who are not looking yet, and keep in touch. When your role opens, part of the shortlist is often already known.
How are your fees calculated?
A percentage of the candidate's gross annual salary, set according to seniority, how rare the profile is and the volume entrusted to us. The rate is written in the commercial proposal. You only pay when the candidate joins.
Is there any exclusivity?
We discuss it case by case. For a critical role or a rare profile, exclusivity is often a signal of mutual commitment that lets us invest fully. In every case, it's negotiated together, not imposed.
What happens if the hire doesn't go through?
You pay nothing. Our fee is only due when the candidate joins.
What if the new hire leaves during the probation period?
We restart the search or refund you, under the terms written in the contract.
Can you recruit without revealing our company name?
Yes. The job ad is anonymised. Your company name is only shared at the right time, with shortlisted candidates.
What types of profiles do you work on?
The tech and engineering roles of our three practices: Defence, Industry & Hardware, AI, Data & Science, and Business & Tech Solutions. From individual contributor to C-level.
Can it be combined with RPO?
Yes, and that's even our recommendation for scale-ups: RPO handles the day-to-day and success kicks in for rare profiles or occasional spikes.
A recruitment need?
Describe what you need. A recruiter from your sector will call you back within 24 business hours.