The Smarter Way to Hire Specialist Tech & Cyber Talent in the UK
Pre-screened candidates. Predictable costs. No agency surprises.
Senior Platform Engineer
London • Kubernetes, AWS, Terraform
Senior Security Architect
Remote • Risk & Threat Modelling, Cloud Security, Togaf
2-3w
Avg. Time to Fill
100%
Pre-screened Match
Fixed
Predictable Costs
"Keen People delivers pre-screened tech & cyber candidates every month with predictable costs, live pipeline visibility, and no agency surprises."
Flexible Ways to Work Together
Choose the way of working that fits your business. Every option delivers specialist tech & cyber talent with costs you can plan around.
AI Talent Partner
For volume hiring that runs alongside and supports your internal talent team.
- Multiple roles running at once
- 8–12 vetted profiles per role, per month
- Interactive pipeline board
- 90-day pilot to get started
Fractional Partner
For fast-scaling startups requiring continuous tech talent mapping.
- Dedicated Partner embedded in your business
- Up to 2-3 active roles concurrently
- Continuous market mapping & insights
- Complete lifecycle handling
Retained Search
For executive, confidential or one-off hires.
- Full market map & competitor benchmarks
- In-depth candidate profiles
- Passive identification headhunting
- 90-day replacement guarantee
Keen People vs Traditional Agency
Here is what changes when you swap a commission-driven agency for a partner who actually sticks around.
Traditional Agencies
High variable commissions (15-25% of salary). Fees skyrocket on critical senior hires, penalising your scaling targets.
Reactive resume spamming from public boards. Little focus on passive tech mapping.
Zero. No transparency on who has been contacted, why outreach fails, or how your brand is being represented.
The Keen People Partnership
Fixed monthly subscription. Zero surprise bills. Highly predictable, scalable budgeting.
Proactive passive candidate sweeps targeting people who are not actively applying but ready to jump.
Complete real-time visual pipeline boards. Monitor candidate conversions, interview status, and notes 24/7.
Hiring Workflow
A simple, step-by-step process that takes you from first call to signed offer, built to move fast without cutting corners.
Discovery & Onboarding
Discovery call, custom tech profile setup, and detailed role calibration alignment session with Rebecca.
Automated Sourcing
Sourcing algorithms launch campaigns directly across 300–400 premium, passive technical profiles.
Candidate Delivery
The initial list of fully-vetted, highly qualified, and pre-screened technical profiles is delivered to you.
Live Interviews
Interviews underway. We handle all scheduling logistics, interview calibrations, and candidate feedback.
Consistent Delivery
Complete structural peace of mind. If any placed candidate resigns within the guarantee timeline, we resource the position immediately.
Every Week a Role Stays Open Adds Up
Putting a Number On It
A specialist tech or cyber role on £80,000 to £90,000 quietly costs around £1,500 to £1,700 a week in lost output. Projects slip, risk creeps up, and the rest of the team carries the load.
The longer it drags on, the more likely your first-choice candidates take an offer elsewhere. Use the calculator below to see what it's costing you.
UK Tech Vacancy Cost Projection
Weekly Sourcing Drag
£1,634
Total Projected Vacancy Loss
£9,804
The Tools Haven't Changed. The Market Has.
The best engineers, developers, architects, and technology specialists aren't browsing job boards. They're passive. They need to be discovered, analysed, and personally approached.
Weeks Vacant
Average time specialist tech and cyber roles sit vacant, stalling projects, delaying sprints, and stretching remaining teams.
Per Hire Fee
Typical transactional agency fees — meaning £15,000–£25,000 per placement on specialist technical and engineering roles.
Annual Agency Cost
What 3–4 hires a year quietly costs in agency commissions alone, before factoring in lost execution velocity.
Hours Wasted
Engineering managers manually screening bulk unqualified resumes that completely miss the technical brief.
Built for UK Tech Teams That Hire With Confidence
Keen People delivers high-performing technology and cyber candidates every month. We merge cutting-edge search automation with high-touch technical validation, offering you predictable, fixed-fee talent pipelines.
Talent Pipeline Acceleration
It's time for a smarter approach to specialist tech hiring...
A Pipeline That Doesn't Dry Up
We know the tech & cyber market and we know how to reach the people in it. The result is a steady stream of pre-screened developers, engineers and architects, not a one-off scramble.
Pre-Screened, Interview-Ready Candidates
A steady flow of thoroughly vetted tech and cyber candidates delivered to your board every month — not just whoever applied this week.
Salary Benchmarking & Market Intelligence
Live, up-to-date salary trends and competitor mapping inside London and UK remote clusters to keep offer rates optimal.
Full Sourcing Pipeline Visibility
Zero black boxes. Trace candidate contacts, live outreach conversion stats, and interview milestones on demand.
Predictable Fixed Monthly Investment
Replace high variable placement invoices with standard, easy-to-budget monthly plans.
Real results from UK technology businesses
"Rebecca took the time to properly understand our technical environment before sourcing a single candidate. The quality of people we saw was a step above anything we'd experienced through agencies."
Head of Engineering
UK SaaS Business
"We'd been trying to fill a senior technical role for months. Keen People had qualified candidates in front of us within weeks, with full visibility throughout."
Chief Technology Officer
UK Tech Services Firm
"The live pipeline visibility completely changed how we think about hiring. No chasing updates — we always knew exactly where things stood."
IT Director
UK Financial Services
Rebecca Keen
Founder & Sourcing Partner
Rebecca Keen
Founder & People Partner
Book a 30-minute discovery call with Rebecca
Let's map out your current engineering hiring blockers, evaluate your target compensation rates, and assess which subscription model makes the most sense.
