Hire for the work, not the keyword list
Traittek's IT staffing would start with a written brief: what the person owns, which systems they touch, and who they answer to. Sourcing and screening for technology and professional roles would then run against that brief, not a list of tools.
- Focus
- Technology and professional roles
- Supported industries
- Energy, insurance, banking, telecommunications, IT, consumer goods
- Typical scope
- A shortlist you interview and decide on
- Works alongside
- Your interview process and internal recruiters
- Not included
- Payroll, benefits and HR administration
What it solves
The situations this is for
The role reads like a tool list
The job goes out as a stack of technologies, and the shortlist comes back matching the stack. Nobody wrote down the decisions this person has to make alone, so nobody screened for them.
Screening lands on your busiest engineers
The people qualified to assess a technical candidate are the ones already delivering. Screening waits for a gap in their week, and strong candidates accept other offers while it waits.
Skilled, but new to your setting
A capable engineer who has never worked inside a regulated bank, a telecom billing system or a plant must learn the setting before starting on the problem. That cost rarely shows up in the hiring decision.
Headcount hides the skills question
Demand gets planned as a number of people. Nobody writes down which skills the roadmap needs that the team does not have today.
Scope
What the scope can include
Defining the role
- Scoping the role with the hiring manager
- Separating must-have skills from preferences
- Mapping the systems and teams the role touches
- A written brief both sides can interview against
Sourcing and screening
- Sourcing against the agreed brief
- Screening for depth, not keyword match
- Technical screening scoped to the role
- Written notes on each shortlisted candidate, not scores
Working alongside your team
- Fitting your existing interview stages
- Carrying technical screening for internal recruiters
- Rewriting the brief when shortlists keep missing
Scenarios
What this could look like
A skill nobody in-house has yet
For example, a company adopts a data platform no one on the team has run. Scope would cover defining what that hire owns while the existing team learns alongside them. The brief would also say who can judge a candidate's depth, since no one in-house can yet.
One person knows the system
A scenario this covers: a claims or billing system keeps running because a single person understands it. The role would be a second person who can read it, described in a brief that is honest about what they are walking into.
More open roles than review capacity
For example, several technical roles open at once, and the recruiting team is sized for one or two at a time. Scope can include carrying the technical screening, so internal recruiters keep the parts only they can do.
Method
How we would work
A starting point for the first conversation, not a fixed methodology.
- 01
Start with the work
The first conversation would cover what the person does, who depends on them, and what a wrong fit looks like. The job title would come last.
- 02
Put the brief in writing
We would write the requirement down before anyone is approached: the must-haves, what is negotiable, and what a candidate should hear about the setting up front.
- 03
Agree who assesses
Where the role turns on technical depth, we would agree with you who is qualified to judge it and what comes back. We suggest written notes you can argue with, rather than a rating.
- 04
Rewrite the brief when it misses
If shortlists keep missing in the same direction, the brief is wrong. The intent would be to rewrite it with you, not to send more names against a description that is not working.
Fit
Is this the right fit?
A good fit if
- The role needs a skill nobody in-house has yet, or can judge.
- Your engineers are too busy to screen technical candidates well.
- More technical roles are open than your recruiters can review.
- You want written notes on candidates you can argue with, not scores.
Not the right fit
You are looking for a job
Enquiries here come from employers describing a role. This site has no job board, application form or resume upload, so a job search is better started on a jobs site.
Licensed roles or HR administration
Roles that turn on a license, such as clinical staff, safety-certified trades or legal admissions, belong with a firm that works with those credentials daily. Payroll, benefits and compliance filing are HR administration, better handled by a payroll or HR provider.
You need an outcome, not a hire
If you need a result owned rather than a role filled, that is delivery work, not staffing. Custom Software Development or Managed IT & Infrastructure Services is the better place to start.
Questions
Questions about staffing & talent
How do you screen technical candidates?
Screening would run against the written brief, for depth rather than keyword matches. Where the role turns on technical depth, we would first agree with you who is qualified to judge it. Each shortlisted candidate would come back with written notes, not a score, and screening would fit your existing interview stages.
How do we write a role for a skill nobody in-house has?
Start with the work rather than the tools: what the person would own, and who would depend on them. Then separate the must-haves from the preferences. Because no one in-house can judge the skill yet, agree early who would assess it. Scope can include writing that brief with you.
Should we use an IT staffing firm or our own recruiter?
If your recruiters already source and screen technical candidates well, keep the role with them. An outside firm mostly adds a layer between you and the candidate. It earns its place when a role is stuck, or when more technical roles are open than your team can review. This service would work alongside your recruiters, not around them.
Is the hire contract or permanent?
No contract or permanent arrangement is published here, and none should be assumed. Raise the question in your enquiry, alongside what the person would own.
How quickly can you find someone?
No timeline is published, because it depends on the role: how rare the skill is, and how clear the brief is. Searches commonly stall in two places: a role written as a list of tools, and screening that waits on busy engineers.
Are you an IT staffing firm in Oklahoma City?
Traittek is a software development company based in Edmond, Oklahoma, in the Oklahoma City area, and staffing is one of its nine services. Enquiries are answered by email. Where the role is based would be part of the written brief.
Start with what the person would own
A few plain sentences about the work are enough for a first conversation.