Expert resources for software recruitment

Expert resources for software recruitment

Kelly® Technology partners with a leading global organization in high tech to establish a new U.S. hub.

A global high tech organization had decided to launch a new major hub in the Seattle market. After a thorough vetting process, the client chose to partner exclusively with Kelly to fulfill 100 percent of the technical talent needed for key full-time roles on its development team.

Results at a glance


software development experts


submittal-to-hire ratio


interview-to-hire ratio


fulfillment rate


The company operates a file hosting service that offers cloud storage, file synchronization, personal cloud, and client software. The rapidly growing organization needed to build a team of 40 software professionals within a timeframe of nine months. Kelly Technology deployed a dedicated team of software sourcing and recruiting experts to deliver a comprehensive end-to-end solution, featuring a project-based model.

Below are just some of the positions required:

  • NET™ developers
  • DevOps 
  • Front-end developers
  •  QA analysts 
  • Back-end developers
  • QA managers 
  • Mobile app developers
  • Software development managers 
  • Project managers
  •  Product managers


This is pivotal talent for any organization. It’s especially mission-critical for a high-tech company where revenue and enterprise objectives depend on rapid fulfillment within these skill categories. Finally, all candidates needed to meet the highest levels of quality.


The Seattle marketplace is intensely competitive, with a number of highly desirable employer brands all striving to engage the same candidates. Kelly deployed a competitive sourcing and recruiting strategy, using senior-level dedicated software recruiters within Seattle and other key U.S. markets. The client team invested up to four hours each day, Tuesday through Thursday, to interview and work through the candidate selection process. This structure helped to ensure that no candidates were lost to lag time. Overall, the seamless performance between the Kelly and client teams was exemplary.


Together with the client, Kelly fulfilled all 40 positions, while achieving superlative levels of performance. In summary, the final submittal-to-hire ratio was 3-to-1. The interview-to-offer ratio was 2-to-1. All but two candidates were placed from the local market, also delivering a faster and more cost-efficient solution to the client.

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