Jonathan runs
- Role intake and search
- Candidate conversations
- Recruitment delivery in your tools
Technical and IT recruitment · SaaS and deep tech
Your recruitment partner, embedded in your team.
We fill the roles, and we level up the team that will fill the next ones.
Opens Jonathan’s calendar. An ongoing embedded recruitment partnership on a cancellable monthly retainer.
Your technical role is open, but the search is stalled. Is the problem finding people, making time for interviews or agreeing what good looks like? Your team needs to know where the work is getting stuck before deciding what help to bring in.
What this means for your team
Someone to run the search. A team ready for the next one.
For SaaS and deep-tech teams with ongoing technical or IT hiring. We work in your tools, alongside the people making the hiring decisions.
Your team brings
- Hiring priorities and role requirements
- Interviews and timely feedback
- The final hiring decision
Your team keeps
- Clear role criteria for comparing candidates
- An interview structure your team can reuse
- Recruitment records for future reference
What the EU AI Act means for AI in hiring
Experience
Experience in technical recruitment.
Experience across technical hiring and recruitment teams. These figures describe previous work, not a forecast for your search.
- 160+Hires placed
- 7Countries
- 850+Interviews
The Hague. No separate date range is published for this aggregate.
Client names are withheld until each client agrees in writing to be named.
Offer acceptance is the percentage of job offers that candidates accepted.
A global mapping-technology company
100%
Offer acceptance
- 22 hires across three countries in eight months
- 39.4 days to hire
- 4.0 out of 5.0 candidate satisfaction
Zero failed hires.
A Dutch SaaS scale-up
93%
Offer acceptance, 14 of 15
- 16 hires in four months
- 214 hand-written InMails
All 16 still in place.
A Dutch deep-tech company
89%
Offer acceptance
- 35+ hires
- 26.5 days to offer
- 42% reply rate
Sole recruiter on the account.
A Dutch mobility scale-up
41
Days to hire
- From zero to 90+ interviews
- Three-month engagement
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How these figures are counted
How 160+ hires, 7 countries, 850+ interviews is defined and measured
- Definition
- Three distinct counts: hires placed, countries those hires were made in, and interviews conducted. They are not combined into one rate.
- Measurement window
- No separate date range is published for this aggregate. The per-engagement figures further down this page carry their own detail.
- Denominator
- The exact engagement count and inclusion dates behind these totals are not published in more detail.
- Source
- The Solvism proof ledger, aggregate row. Its underlying row register, inclusion dates and denominator are not part of the published evidence set.
- Last verified
- Reviewed August 2026.
- Limitation
- These figures are kept as three separate counts on purpose. No average or rate is calculated across them.
- 100%Offer acceptance, zero failed hires
- 39.4Days to hire, senior engineering
- 76%Interview completion
- 7.1%Referral conversion
Each bar shows the figure against its own total, not against a market benchmark. Days to hire is not a share of anything, so it carries no bar.
Measured on one senior-engineering engagement, 2025 to 2026.
Who you work with
Work directly with Jonathan.
Jonathan leads every engagement.
We work with your team to understand the role and run the search. Jonathan reviews the work and makes the consequential calls. Your team makes the hiring decision. AI drafts. People decide.
Next step
Tell me what you need to hire.
We’ll discuss your roles, your current hiring setup and whether an embedded partnership fits.
Opens Jonathan’s calendar. Embedded recruitment runs on a cancellable monthly retainer.