Hiring that finds the signal, not just the resume.
Armour Hire X places engineers, data specialists, and technical leaders the way engineers would want to be evaluated — by what they can actually build. Direct-hire, contract, or executive search, run end to end by people who have shipped production systems themselves.
Why Armour Hire X
Recruiting built like an engineering discipline.
Talent-first sourcing
We map the market before we message it — communities, contributions, and referral chains, not keyword blasts. Outreach reads like it was written by someone who understands the role, because it was.
Role-calibrated screening
Every search starts with a scorecard built with your team: the skills that matter, the levels that fit, and the signals that predict success. Candidates arrive pre-screened against it — not against a generic checklist.
Speed with signal
A fast shortlist that misses is slower than a right one. We commit to calibrated shortlists on a schedule agreed up front — and to telling you early if the market says the role needs reshaping.
Retention follow-through
The search doesn't end at the signed offer. Structured onboarding check-ins at 30, 60, and 90 days catch problems while they're still fixable — because a placement that leaves isn't a placement.
Services
Six ways to add talent.
Direct-hire placement
Permanent engineers, data specialists, and technical managers — sourced, screened, and closed for roles you need filled once and filled right.
Contract staffing
Vetted contractors for project peaks, backfills, and specialized builds — available on defined terms without long-term headcount commitments.
Contract-to-hire
Evaluate real work before extending an offer. Contractors who convert bring proven fit; those who don't cost you a project, not a career decision.
Executive search
Retained search for technical leadership — heads of engineering, data, and AI — run with the discretion and rigor senior searches demand.
Recruitment process outsourcing
Your embedded talent function: sourcing, screening, scheduling, and offer management operated as a service while you keep the brand and the decisions.
Talent pipeline building
For roles you'll hire repeatedly: an always-warm bench of qualified, pre-engaged candidates so the next opening starts at the shortlist.
Who's behind it
Built by operators,
not resellers.
Armour Hire X is part of the Armour X family — ventures built around a simple belief: technical work should be evaluated by people who have done technical work. The team behind it has architected cloud data platforms, led delivery teams, and sat on both sides of the hiring table for engineering roles.
That background changes how recruiting feels. Role specs get pressure-tested before they go to market. Screens ask questions that matter. And candidates talk to people who understand what they build — which is why the good ones answer.
Related: Armour Arch X · portfolio estate
Where we hire
Specializations that stay sharp.
Software & SaaS
Full-stack, backend, platform, and mobile engineers from seed stage to enterprise.
Data & AI
Data engineers, ML engineers, analytics leads, and the architects who tie it together.
Cloud & DevOps
Azure, AWS, and GCP infrastructure, SRE, and platform engineering talent.
Energy & utilities
Technical hires for operators and the software vendors that serve them.
Fintech
Engineers who ship under compliance — payments, ledgers, and reporting systems.
Cybersecurity
Security engineers, analysts, and leaders for product and enterprise teams.
Healthcare tech
Builders for regulated data environments and clinical software platforms.
E-commerce
Growth-ready engineering and data talent for high-volume storefronts.
How a search runs
Four steps, no mystery.
Discover
A working session with the hiring manager to build the scorecard: must-haves, trade-offs, level, and the honest pitch for the role.
Source
Market mapping and personalized outreach across networks the job boards never reach — with weekly visibility into the funnel.
Screen
Structured technical and motivation screens against the scorecard. You interview a calibrated shortlist, not a stack of maybes.
Land & retain
Offer strategy, close support, and 30/60/90-day onboarding check-ins so the hire sticks — backed by replacement terms.
FAQ
Fair questions.
How do fees work?
Direct-hire searches are contingency or retained, agreed before the search starts. Contract staffing bills an hourly rate; RPO runs on a monthly engagement. No fee surprises, ever — terms are written before we source a single candidate.
What if a hire doesn't work out?
Every direct-hire placement carries replacement terms agreed in the engagement letter. If a placement leaves inside the covered window, we rerun the search at no additional placement fee.
How fast will we see candidates?
The shortlist schedule is agreed at kickoff based on role difficulty and market. You'll see funnel data weekly from day one, and we'll tell you early if the market pushes back on the spec.
Do you handle remote and distributed roles?
Yes — US-based and remote-first roles are both core. We'll flag time-zone, compliance, and compensation considerations for distributed hires during discovery.
Can you take over our whole hiring pipeline?
That's the RPO service: embedded sourcing, screening, scheduling, and offer management under your brand, with your tools or ours. It scales up for hiring pushes and down when things are quiet.
The role is open.
Let's close it.
Tell us what you're hiring for — we'll reply with an honest read on the market and a plan.