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Neuraal AI Solutions
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STAFFING SOLUTIONS

Technical skills where you need them

Find engineers and consultants for a specific capability or capacity gap. We support contract, contract-to-hire, and permanent requirements, assessing candidates against the technical responsibilities and working arrangements of the role.

Share a Technical Role
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A funnel narrowing from many applicants through screening and interviews to one person starting.
Two colleagues talking through a technology decision
ENGAGEMENT MODELS

Match the arrangement to the role

Choose an engagement based on how long the need is expected to last, who manages the work, and whether the position is intended to become permanent.

Contract

Add expertise for a planned period, such as a delivery phase or a temporary capacity requirement.

Contract to hire

Consider an initial contract arrangement with a potential move to employment under agreed terms.

Permanent

Recruit for an ongoing position with your organization, aligned to its responsibilities and hiring process.

Define the expertise your role needs

AI AND ANALYTICS
  • AI and ML engineersRoles involving model-based applications, retrieval, evaluation, and supporting software.
  • Applied data scientistsRoles involving analytical investigation, experimentation, and model development.
DATA SYSTEMS
  • Data engineersRoles covering ingestion, data processing, storage, and pipeline operation.
  • Integration engineersRoles focused on interfaces and information exchange between applications.
  • Analytics engineersRoles developing data models, transformation logic, and reporting definitions.
SOFTWARE AND INFRASTRUCTURE
  • Backend and full-stack engineersRoles building application services, user interfaces, and connected product features.
  • Cloud and DevOps engineersRoles supporting deployment, infrastructure management, and operational tooling.
HOW A PLACEMENT RUNS

Turn the brief into a shortlist

A clear role profile helps candidates and interviewers assess the same requirement. We coordinate the search and review process with your hiring team through the agreed placement stages.

  1. 01

    Clarify the role

    Separate essential skills from preferences and agree the responsibilities, seniority, and working arrangements.

  2. 02

    Review candidates

    Assess relevant experience and technical capability against the criteria established for the position.

  3. 03

    Coordinate interviews

    Arrange the agreed interview stages and collect feedback from your decision-makers.

  4. 04

    Prepare the start

    Coordinate agreed placement arrangements and confirm the onboarding responsibilities on each side.

COMMON QUESTIONS

Plan the placement

When can we expect a shortlist?
Timing depends on the skill combination, seniority, availability, and working arrangements. We discuss a realistic search plan after reviewing the role and keep you informed of progress.
How is technical suitability assessed?
The assessment is based on the work the role requires, using relevant experience and technical review. We agree the criteria and interview responsibilities with your team.
What happens if a placement does not work out?
We discuss the concern and the options available under the agreed placement terms. Any replacement provisions or guarantee period should be documented before the engagement begins.
Can a role include on-site work?
Share the location, attendance pattern, and other requirements in the brief. We assess them as part of candidate availability and the proposed arrangement.
START A CONVERSATION

Which skill is missing from your team?

Send the responsibilities, required experience, location arrangements, and target start date. We can assess the search and discuss the engagement terms before presenting candidates.

Discuss a Staffing Requirement
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