We work the way the work should be done.
Specialism, not volume. Retention, not placement count. Buyer-side scoping before candidate sourcing. Operator judgement at every level.
The retention claim
Most recruitment firms measure themselves on time-to-fill. We measure ourselves on whether the placements we make are still in role twelve months later.
The two metrics produce different decisions. Time-to-fill rewards speed. Retention rewards fit. We chose retention because the category needs someone to.
We measure it transparently. Every client we work with sees the retention performance of placements we make for them, at three months, six months, and twelve months. The data is the data. It is not a marketing claim.
The platform
We built our own platform because the recruitment software available to the industry does not do the work properly.
It was designed by the consultants who use it, built using AI-accelerated software engineering methodology, and engineered around the work as it is actually done in our three verticals.
We do not show screenshots. We are happy to walk serious buyers through it in conversation.
More about the platform →Commercial models
Retained search
For senior, sensitive, or hard-to-define roles. Phased fee structure. Exclusive engagement. The right model where the cost of getting the placement wrong outweighs the cost of doing the work properly.
Embedded recruitment
For organisations building cyber, AI, or cleared capability at scale over a defined period. A TriTech consultant operates inside your team for an agreed period, with TriTech process and tooling. The commercial model is a monthly retainer rather than per-placement.
Contingent placement
For individual roles where the brief is clear and the timeline matters. We offer contingent placement but encourage retained or embedded models where the role profile justifies it. We will tell you which model fits, not just sell you the most lucrative one.
What working with us looks like
1. Initial conversation
A founder-level call to understand what you are actually trying to hire for, not just what the job description says.
2. Buyer-side scoping
Where helpful, we work with you on the role definition before sourcing begins. This is where most placement failures are designed in, and where the platform's scoping tool earns its place.
3. Shortlist with judgement
We do not flood you with candidates. We present a small number of well-matched profiles, each one with our reasoning written down.
4. Process support
We support both you and the candidate through the process, with the discretion the cleared sector requires applied universally.
5. Twelve-month follow through
We stay in contact with the placement and the client for twelve months. The data we gather feeds back into the platform and into future placements.