微旺爱海
Aihire
Technical hiring is not a keyword match on a CV. We match on stack, business context and the way a team actually works — for single roles, whole teams, or project-based and on-site engagements.
Technical hiring rarely fails because nobody on the market knows the technology. It fails because the technology matches and the context does not. Before submitting anyone we confirm three things: depth on the stack (what they built and shipped), the business context (engineering for e-commerce, games and financial services are different disciplines), and the working model (remote, on-site, cross-time-zone). Project-based and on-site engagements are supported and carried through by our HR team.
Front-end, back-end, mobile and full-stack, matched by language and stack.
Manual, automation, performance and test engineering.
Systems operations, cloud platforms, CI/CD, SRE and database operations.
Data analysis, data engineering, algorithms and applied AI or LLM roles.
Information security, penetration testing, security compliance and risk engineering.
Engineering managers, architects and heads of engineering.
Context before stack. A Java back-end role in e-commerce (peak traffic), in games (real-time interaction) and in financial services (strong consistency and compliance) demands different experience. We separate those contexts at screening so a candidate is not put in front of your hiring manager just because the nouns on the CV line up.
Evidence, not adjectives. Interviews focus on the modules the candidate actually owned, the problems they hit and the trade-offs they made. Claims like "experienced with high concurrency" get broken down into concrete facts.
Working model confirmed too. Cross-border and remote teams need language, time-zone and collaboration expectations checked; on-site engagements need location, duration and travel settled.
| Model | Fits when | What it looks like |
|---|---|---|
| Permanent headcount | Core team, long-term roles | The client employs directly; we deliver the recruitment |
| Project-based or on-site | Time-boxed projects, urgent technical sprints, capped headcount | Engagement runs to the project term, with employment and settlement handled by our HR team |
| Whole-team build-out | A new business line or an overseas R&D centre starting from zero | Roles are planned together (engineering, QA, DevOps) and onboarded in waves |
CVs, assessment records and interview feedback are stored and transmitted with ISO27001-aligned, bank-level encryption, used only for the recruitment service you authorised, and never shared with third parties.
Yes. Project-based and on-site engagements are delivered jointly by our tech recruitment and HR teams, with duration and settlement set per project and written into the contract.
Yes. We plan the role mix (engineering, QA, DevOps, data) and onboard in waves, filling critical roles first and the rest in sequence.
Yes, across Southeast Asia and East Asia, including local work permits, language requirements and cross-time-zone arrangements. Permit requirements follow the latest rules of the local immigration authority.
We run screening and the first interview to confirm stack, project history and communication. The final technical decision stays with your hiring manager or technical interviewer.
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