Your first engineers — hired, not planned
A wrong first engineering hire costs a year and six figures — and a non-technical founder has no way to tell a strong candidate from a confident one. First Engineers, Hired outsources the entire hire to a senior fractional CTO: a person in the seat, made right. $9,500 for roles under $100K / $12,500 at $100–150K / $15,900 at $150K+ or lead. Up to 5 qualified candidates and 4 technical interviews per hire; second concurrent search in the same discipline −15%. Never a percentage of salary.
Frequently Asked Questions
By partnering with us, you can expect improved efficiency, increased competitiveness, enhanced customer experiences, and the ability to adapt and thrive in a rapidly evolving digital landscape. Our goal is your success.
Yes, we tailor our services to meet the unique needs of various industries, ensuring that solutions are aligned with specific regulatory and operational requirements.
We have done projects in the most diverse industries possible, including but not limited to Services, Finance, Manufacturing, Health, Education, Food & Beverage and Technology.
Yes, our solutions are highly customizable to meet your specific requirements and needs. We work closely with our clients to deliver tailored solutions.
To begin your journey with Reyem Technologies, simply reach out to us through our email or book a call with us. We'll be happy to discuss your needs and explore how our services can benefit your organization's goals.
You can contact us through the contact form on our website or by sending an email to contact@reyem.tech .
By the salary band of the role, not a percentage of the salary: [[HIRE-BAND-UNDER-100K]] for roles under $100K, [[HIRE-BAND-100-150K]] for $100–150K, and [[HIRE-BAND-150K-PLUS]] for $150K+ or lead roles. Fixed per hire — the fee is the same whether the candidate accepts at the floor or the stretch of your comp band.
The complete search: job description and compensation benchmark (floor/target/stretch), sourcing strategy, technical screening to a qualified shortlist of up to 5 candidates, up to 4 structured technical interviews with a scoring rubric, offer strategy and negotiation guidance, and a 90-day onboarding plan. Typical elapsed time is 6–8 weeks.
Contingency recruiters charge 20–25% of first-year salary — $28,000 to $42,500 on a senior hire — and they match keywords, not competence. This is a fixed fee per hire, typically 55–70% less, with every shortlisted candidate technically screened by a senior technologist who has built and run engineering teams.
Yes: a second concurrent search in the same discipline is 15% off, because the sourcing and screening setup is shared. Searches in unrelated disciplines price as new searches — the setup work doesn't carry over.
Candidates or interviews beyond the per-hire caps (5 qualified candidates presented, 4 technical interviews) are billed at [[PROGRAM-OVERAGE-RATE]], agreed in writing first. A role reshaped mid-search — different seniority, different discipline — is re-quoted as what it now is.
