Technical hiring, run by agents. Decided by your team.
Named AI agents source, screen, verify and interview developers, DevOps engineers and QA specialists against your actual stack, then hand your engineering lead an evidence-scored shortlist a minimum of 50% faster. Hire locally, through our recruiters, or build an offshore engineering team we employ for you.
Min 50%
Faster from brief to shortlist
24/7
AI agents working every technical brief
70%
Savings on offshore engineering teams
3-month
Free replacement guarantee
The roadmap keeps growing. The talent pool does not.
How the agents run a technical hire.
Every technical brief carries the sector context: which stack, which tooling, which delivery experience matters. The agents work it around the clock.
Sift screens on arrival
Every application is read the moment it lands and scored against the technical brief: stack experience, framework depth, delivery history. Sift knows the difference between a React developer and an Angular developer. No resume waits in a pile.
Meet the agentVera verifies the claims
Vera phones every promising candidate before you do, testing the specific claims that matter in engineering: which systems they actually built, how they handled production incidents, why they left.
Meet the agentIris runs the interview
A recorded, structured technical interview with role-specific questions, scored on what candidates actually say and do. Your engineering lead watches a fifteen-minute replay instead of running a first-round call.
Meet the agentA human decides
The agents score, flag and rank; your team reviews the evidence and makes every hiring decision. Signals are surfaced for review, never acted on automatically.
Meet the agentPopular roles for technology businesses.
From developers to data analysts, the most in-demand positions we source and screen.
The AI keeps working after the offer is signed.
Alexia, the same AI engine that coordinated the hire, runs the everyday work for the team you build: triaging support tickets and stakeholder mail, coordinating standups and calendars, and writing up meeting notes and follow-ups, so your engineers spend their time shipping instead of administrating.
Explore AlexiaAlexia, on your team's side
Working from day one, on every hire
- Inbox triage for support tickets and stakeholder mail
- Standups, sprint ceremonies and calendars coordinated
- Meeting notes and follow-ups written for the team
Four ways to hire for your technology team.
Every model runs on the same agentic platform. Pick how much of the work you want to own, role by role.
Self-serve platform
Post the role, set the budget, and the agents source, screen and interview while your engineering lead reads the evidence and decides.
See platform tiersTeamified Search
One specific hire, from a senior engineer to a CTO or principal architect. A vetted shortlist, and you pay only on a successful placement.
Explore SearchManaged Recruitment
A dedicated recruiter across several open roles at once, ideal for a product team build-out or a scaling engineering function.
Explore Managed RecruitmentGlobal Outsourcing
A dedicated offshore engineering or IT support team, recruited on the platform and employed compliantly on our own registered entities, at up to 70% less than local hiring.
Explore Global OutsourcingHiring for information technology: what you need to know.
Why technology companies are building global engineering teams
The Australian technology talent market is structurally undersupplied. There are not enough senior developers, DevOps engineers, and data specialists to meet demand, and competition from global tech companies has driven local salaries to a level that many Australian product companies and MSPs find unsustainable.
The response from pragmatic technology leaders is to build globally distributed teams, placing offshore engineers in deep talent markets like the Philippines, India, and Sri Lanka. These markets have large pools of technically capable, English-proficient engineers who operate as embedded team members, not outsourced vendors.
What makes offshore IT teams succeed where others fail
The difference between an offshore IT team that performs and one that disappoints usually comes down to two factors: quality of hiring and quality of onboarding. On the Teamified platform, every technical candidate passes agent screening, phone verification and a structured, recorded technical interview before reaching your shortlist. This is a technical evaluation, not a resume review.
Once hired, offshore engineers are onboarded into your development environment, your project management tools, your coding standards, and your team communication norms. The platform gives technology managers visibility over output metrics and team activity, so offshore engineers are managed with the same rigour as any local team member.
Offshore support teams vs. offshore engineering teams
Many technology businesses start with an offshore IT support (L1/L2 helpdesk) team, then expand to include engineers and developers as they validate the model. Others begin directly with an offshore engineering function. Both approaches work, the right starting point depends on where your highest staffing cost and most acute talent shortage sits.
Teamified works with clients at both ends of this spectrum. Whether you need a 24/7 support team that covers your Australian business hours, a dedicated QA function to accelerate your release cycle, or a full product engineering team based offshore, the platform can run the hiring end to end.
Frequently asked questions
Everything technology businesses need to know about hiring with Teamified.