Technical recruitment with engineer-level insight

We help tech leaders avoid bad hires with engineer-led headhunting and technical assessment, so you only meet candidates who can do the work.

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Those who trust in our process

Some of the clients we've worked with

When “good enough” slows everything down

Most tech leaders aren’t short on applicants, but they lack confidence that any given candidate can truly deliver once they’re inside the codebase.

Guesswork recruitment. Non-technical recruiters guessing their way through complex roles.

Shiny CVs, weak delivery. Keyword-heavy resumes clear initial screens but collapse when real-world complexity hits.

Engineers stuck in interviews. Your best developers are pulled into interviews instead of shipping features and fixes.

Expensive hiring do-overs. Bad hires drain budget, trust and time, then restart the whole search.

Why tech leaders trust Avion

Most tech leaders aren’t short on applicants, but they lack confidence that any given candidate can truly deliver once they’re inside the codebase.

Engineer in the hiring loop
An experienced software engineer joins your hiring process to define the role clearly and run interviews that reflect how your team really works.
Role-specific technical assessment
We use practical tests based on your stack and real scenarios, then give you clear, structured feedback on every candidate.
Shortlists that are ready to hire
You receive a tight shortlist of candidates who meet our technical bar and your brief, so your interviews focus on final fit, not basic capability.

What our clients say about collaborating with us

"Anthony has been a great partner in building our team. He's helped us hire several high quality candidates who've become core pillars internally. Diligent, detail orientated and holds a high bar - exactly what you want in a recruiter. Highly recommended. "
Han Xu
CTO, Curious Thing AI
"Hiring for a software team means sifting through a lot of noise. Anthony cut through that. He took feedback seriously, the candidates he put forward were well matched, and we wasted less time as a result. We've used him across multiple roles and he keeps delivering."
Mitchell Rowling
Platform Engineering Manager, Rest Super
"We'd had recruiters send CVs that had nothing to do with what we asked for. Anthony listened, and the shortlists reflected it. The developers he sent through were strong fits for how we work. We'd go back to him without thinking twice."
Ben Develin
Founder & Managing Director, Mude
"Some recruiters treat it like a transaction. Anthony treats it like something he actually cares about. He goes beyond what's expected and checks in when most wouldn't. That made a real difference."
Tedy Hitti
DevOps Lead, Cowry
"A good recruitment process needs clear communication and someone who knows the market. Anthony had both. Structured, knowledgeable, and easy to work with."
Wilson Zhang
Lead Reliability Platform Engineer, Macquarie Bank
"Finding a tech recruiter who understands the roles they're filling and isn't just chasing placements is hard. Anthony took time to understand what we needed, was transparent throughout, and built trust quickly. I'd recommend him to any company hiring in tech."
Rajesh Ramanathan
CTO, Paylab
"When the talent pool is thin, most recruiters send whoever they can find. Anthony takes the time to understand the role before putting anyone forward. The post-placement follow-up also stood out. He doesn't disappear once it's done."
Daniel Galassi
Head of Data and Analytics Technologies, The Star
"Recruitment at a place like Macquarie can feel opaque if you're left to figure it out alone. Anthony kept me informed at every stage and made sure I was properly prepared. The experience was straightforward because of how he ran it."
Viana Rumao
AWS Platform Engineer, Macquarie
"Technical hiring falls apart when a recruiter doesn't understand the role. Anthony understood our needs from the start, and the candidates reflected that. The process moved without the usual back-and-forth. I'd work with him again."
Sanand Gopal
PMO / Program Director, IPscape

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How it works

A simple, engineer-led process to remove guesswork from technical hiring.

Define the Role

We begin with a 20-minute capability call and a deep qualification session to clearly understand your needs. Together, we clarify the role, success metrics, the first 3–6 months, required skill sets, and target backgrounds.

We also lock in submission dates and interview windows to ensure a seamless, predictable process from day one.

Search, Select & Shortlist

Using a rigorous sourcing strategy, existing network, referrals, LinkedIn Recruiter, and real headhunting, we access talent far beyond those “open to opportunities.” Every candidate is interviewed, assessed, and narrowed to the top three.

Each shortlisted candidate is presented with a detailed write-up so you have full clarity before meeting them.

Hire With Confidence

We manage the entire interview and offer process end-to-end. From gathering structured feedback, guiding candidates through the journey, closing the preferred hire, completing references, and supporting resignation, everything is handled for you.

Post-placement, we check in at one week, one month, and three months to ensure performance, alignment, and long-term success.

Got any questions?

  • What industries do you work with?

    Primarily Australian organisations building or protecting technology capability across software, digital, cyber, data and transformation.

  • Do you only recruit permanent roles?

    No. I can support permanent, embedded or strategic augmentation, squads and fractional technology leadership.

  • How technical is your screening?

    I have a software engineering degree and more than nine years in the Australian technology market so I can assess technical depth and delivery context.

  • How fast can you show candidates?

    For common senior technology roles I can usually introduce candidates inside 5-10 business days. Very niche roles can take longer and I will advise that up front.

  • Is it confidential?

    Yes. Senior and sensitive searches are handled discreetly for both client and candidate. I also have NDAs that candidates can sign.

  • Can you help candidates as well?

    Yes. I offer tailored matching, introductions to clients I already have relationships with and resume and interview guidance so candidates present as delivery ready.