Trayom Global Solutions recruits technology talent for teams that cannot afford a bad hire. Every shortlist is screened by a practising engineer before it reaches you.
Nothing gets sourced until the brief is written and both sides agree on what qualified means.
Vetted engineers on our payroll for a fixed term. Compliance, timesheets, and statutory obligations sit with us.
A working trial before a permanent commitment. Convert whenever you are ready, at a fee agreed on day one.
Senior individual contributors and engineering leadership, backed by a replacement guarantee.
A pod of engineers with a Trayom delivery lead, for scopes you would rather hand over than manage.
Scope a teamOne point of contact and a written weekly update. You always know where a mandate stands.
Forty-five minutes with the hiring manager. We leave with a written brief covering scope, must-have skills, the interview loop, and the compensation band.
We map who is actually doing this work rather than searching a database. Referrals and passive candidates first, job boards last.
A practising engineer runs the first screen, so candidates reach your loop already tested against the brief.
Three to five candidates, each with a written assessment: strengths, gaps, notice period, and expectations.
We manage negotiation, notice, and background checks, then check in at week 1, month 1, and month 3.
If a role sits outside these areas, we will tell you and point you somewhere better.
We put your profile forward only with your consent, name the compensation band before the first interview, and close the loop on every submission.
Send your profileCompensation, location policy, and interview stages before you commit time.
One client at a time, and only after you approve it.
A briefing on the team, the stack, and what the loop actually tests.
On-time payroll, statutory benefits, and a named contact for the whole term.
Send the role, the timeline, and the constraint you are working against. We reply within one business day.