VERMELO | TECHNOLOGY & DIGITAL RECRUITMENT SOLUTIONS
SENIOR HIRING CARRIES THE HIGHEST RISKS AND IT DESERVES THE MOST RIGOUR
Plenty of providers recruit developers. Far fewer can recruit developers into an insurer, a fintech or a financial services firm, where the technology team sits inside a regulated business and hiring carries screening, right to work and often IR35 obligations along with it. That intersection, technology talent for regulated environments, is where Vermelo does its best work.
Who we recruit
Technology talent for regulated environments: the roles we fill inside insurers, fintechs and financial services firms, permanent and contract.
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01
Engineering
Developers and software engineers.
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02
Data
Data scientists, analysts and engineers.
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03
Analysis and product
Business analysts and product professionals.
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04
IT leadership
IT leaders from team lead to CTO.
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05
Transformation and change
Digital transformation and change specialists.
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06
Contractor populations
The contractor populations that technology functions run on, which is often where the risk quietly accumulates.
How we deliver it
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A hiring surge
Embedded Recruitment (RaaS)
For technology hiring surges: experienced tech recruiters inside your team, under your brand, scaled with the roadmap.
See how embedded works -
Contractors, six suppliers deep
Managed Service Provider (MSP)
Tech teams accumulate contractors faster than any other function, supplier by supplier, until nobody owns the rates, the IR35 determinations or the full picture. Our MSP brings all of it under one accountable model.
See how MSP works -
Sustained volume
Recruitment Process Outsourcing (RPO)
For sustained technology hiring at volume.
See how RPO works -
Permanent and contingent together
Total Talent Solutions
When your tech workforce is permanent and contingent in roughly equal measure, which most are.
See how total talent works -
A specific project
Talent Advisory
ATS selection and implementation, technical assessment design and workforce planning.
See what advisory covers -
One specialist engineer
Gerrard White Consulting
Hiring one specialist engineer through an agency? That's our sister brand, recruiting technology and change talent across the UK, Europe and the US.
When an agency is the right answer
Not sure which fits?
Two minutes with the finder, or the long version with all eleven hiring models side by side.
Technology hiring, answered
Contractor sprawl, technical assessment, niche stacks and hiring inside a regulated business.
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That is the single most common technology workforce problem we see, and it is an MSP conversation. One model takes over the suppliers, standardises rates and contracts, runs consistent IR35 status processes and gives you one real-time view of spend and risk. The agencies can still supply, but to your standards.
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Yes. Structured technical assessment is part of delivery, and our advisory team designs testing frameworks as standalone projects. In one client engagement, introducing structured IT skills testing improved interview-to-offer ratios by 25 percent. Fewer interviews, better hires.
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Our recruiters work the technology markets daily, from mainstream engineering to the data and pricing technology that regulated businesses run on. Where a stack is genuinely rare, we say so upfront and tell you honestly what the market looks like, because a confident shortlist built on keyword matching helps nobody.
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Developers and software engineers; data scientists, analysts and engineers; business analysts and product professionals; IT leaders from team lead to CTO; and digital transformation and change specialists. Plus the contractor populations that technology functions run on, which is often where the risk quietly accumulates.
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That intersection is where we do our best work. Plenty of providers recruit developers; far fewer can recruit them into an insurer, a fintech or a financial services firm, where hiring carries screening, right to work and often IR35 obligations along with it. Those checks sit inside the hiring process for permanent and contract hires alike, through embedded, RPO or MSP, rather than being bolted on at offer stage. We are the operational discipline, not a substitute for your own legal advice.