Complex technical talent acquisition made simple

Our talent acquisition team uses a variety of sourcing techniques to ensure maximum coverage of the active and passive candidate pool.

This includes a range of interpersonal and technology-focused approaches:

• Applicant tracking systems
• Candidate referral schemes
• Corporate website advertising
• Digital marketing (SEO/PPC)
• Email campaigns
• Job boards
• Networking events
• Social media
• Video campaigns

Key to our approach is the discipline focus of our recruiters. When you need a Cost Engineer and a Construction Manager, you will be assigned different recruiters.

Each consultant is an expert in their vertical and understands the skills, terminology and desirable traits/qualifications for both roles. This niche focus ensures a higher hit rate of suitable candidates for our clients.

While contingency recruiters focus on volume and speed, Airswift takes a strategic, research-driven approach to finding technical talent. By charging an upfront fee, we commit dedicated resources to finding the best talent – not just the most available candidates.

Our engaged search approach allows us to:

• Dedicate significant research resources to each role
• Access passive candidates who aren't actively job seeking
• Provide comprehensive market intelligence
• Focus on quality rather than speed
• Deliver a significantly higher success rate than contingency recruitment

This model has proven particularly effective for specialised technical roles that require deep industry knowledge and thorough vetting processes.

While timelines vary based on complexity, location, and technical requirements, our global infrastructure allows us to fill most technical roles significantly faster than industry averages. Our clients typically see:

• Standard technical roles: 4-5 weeks (industry average: 7-8 weeks)
• Specialised engineering positions: 6-8 weeks (industry average: 10-12 weeks)
• Executive technical leadership: 8-12 weeks (industry average: 16-20 weeks)

For clients with ongoing technical talent needs, we can establish talent pipelines that reduce these timeframes even further. Our "follow the sun" global workflow ensures responsiveness and reduces delays in international hiring processes.

Airswift stands apart from other technical recruiters in several key ways:

• Technical specialisation: Our recruiters understand the technical requirements of your roles and can effectively assess candidate qualifications

• Global infrastructure: With 60+ offices worldwide, we provide genuine local expertise in challenging locations

• Proven longevity: Our average 16+ year relationship with top clients demonstrates our consistent delivery

• Comprehensive service range: From individual placements to complete workforce solutions

• Industry-specific experience: Deep understanding of technical sectors, particularly in energy, engineering, and technology

• White-glove approach: Premium, high-touch service model rather than a technology-first platform

While many firms claim global reach, our physical presence in 60+ locations provides authentic local knowledge that software platforms can't replicate.

International compliance is one of the most challenging aspects of global technical recruitment. Our approach includes:

• Local legal expertise: In-country teams who understand regional employment laws, tax regulations, and immigration requirements
• Continuous monitoring: Staying ahead of regulatory changes that might impact your technical workforce
• Due diligence processes: Comprehensive background checks tailored to local requirements
• Immigration support: Expert visa and work permit assistance for technical professionals
• Documentation management: Ensuring all necessary employment paperwork meets local standards
• Risk assessment: Identifying and mitigating compliance risks before they become issues

This comprehensive approach protects your organisation from the significant legal and financial risks associated with non-compliance in international technical hiring.