mobile developer recruitment agency and headhunters
your next mobile developer, in good hands.
We combine our data, our sector experts and our AI algorithms to identify the headhunter most relevant to your role, from junior iOS developer to lead mobile cross-platform architect.
- no setup fees, pay on hire . guaranteed replacement
they hire their tech profiles with muzzo
how do you hire a mobile developer through a recruitment agency?
A good mobile developer has already published apps on the App Store or Play Store. Muzzo gives your role to headhunters who place the most mobile developers: they check apps shipped in Swift, Kotlin, Flutter or React Native. Fee of 5 to 30%, paid on hire. Leaves within 3 months: we restart the search free.
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your stack. The rest is scoped in your first call with the Muzzo team.
02
our data chooses the headhunters
Our AI picks those who have hired the most mobile developers, from more than 2,500 selected headhunters.
03
you meet the best profiles
Approached and qualified by mobile experts. You choose who you meet.
04
you hire, then you pay
Not before. If your new hire leaves within 3 months, we restart the search at no cost.
they hired with muzzo
Muzzo's strength is the diversity of its recruiters: there is always someone listening to our needs.
With Muzzo, I get the reactivity of a marketplace and the quality of a search firm.
your role, let's talk about it
Antoine and the Muzzo team help you scope your role and choose the right headhunters. Describe your role in the form: we'll call you back to discuss it.
Antoine GigomasCEO and co-founder of Muzzo
one last question?
With Muzzo, you set the fee, between 5 and 30%, and you only pay it on hire: no deposit, no fixed fees. A junior mobile developer coding their first screens and a lead who chooses native vs cross-platform don't take the same search. The fee follows that difficulty, and the Muzzo team helps you set it.
You have a double guarantee. If your new hire leaves within 3 months, for example because the real stack doesn't match the brief, we restart the search at no cost. If no replacement is found within 4 months, we refund 50% of the fees. On average, 94% of Muzzo hires are still in post after 3 months.
mobile headhunters are ready to start
A hire signed in under 26 days. You only pay when you hire.
the reality
a mobile developer is judged by what they've shipped, not their CV
a good mobile developer has a published app already
They have taken a project to completion: store validation, versioning, updates. They are rare, often in post, and don't answer job ads. A tech headhunter knows where to find them.
native or cross-platform: the choice changes everything
Swift and Kotlin for native apps, Flutter or React Native for cross-platform: the skills, the hiring pool and the role's cost are not the same. The headhunter starts from this choice, not from the job title.
a hiring mistake shows up in app reviews
Crashes, battery drain, slow network: a poorly built mobile app is spotted fast. The headhunter checks apps shipped and their store ratings before introducing anyone.
the roles
the mobile developer profiles our headhunters go after for you
From a first role to mobile architecture, each search goes to a headhunter who has already hired that profile.
junior mobile developer
They code their first screens under supervision, in Swift, Kotlin or Flutter. A first role, often after a bootcamp or a career change.
iOS developer
They master Swift and the Apple ecosystem, from Xcode to App Store validation rules.
Android developer
They master Kotlin and Android fragmentation, from budget devices to the latest flagship.
cross-platform mobile developer
They ship one codebase in Flutter or React Native for iOS and Android, with the performance trade-offs that come with it.
lead mobile developer
They manage the mobile team, choose the architecture and decide between native and cross-platform for the next roadmap.
QA mobile automation engineer
They automate tests on real devices and make versions reliable before store release.
the method
a mobile headhunter, not an agency that does everything
A mobile app is judged on the stores. The method starts from what the role must deliver.
we define what the role must deliver
Native or cross-platform, iOS, Android or both, team seniority: the brief describes the stack and the app target, not just the job title.
a headhunter who places mobile developers
From more than 2,500 selected headhunters, your role goes to those who place the most mobile developers.
published apps verified
The headhunter asks for apps shipped by the profile, checks them on the stores and cross-checks with references who built what in the team.
the figures
a mobile developer's salary in figures
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 64 (software development) (opens a new window), 2025 data
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 64 (software development) (opens a new window), 2025 data
source: Apec, private-sector managerial pay in 111 job families, 2025 edition, p. 64 (software development) (opens a new window), 2025 data
hiring a mobile developer: what you need to know
why use a headhunter to hire a mobile developer?
The mobile developer builds apps for smartphones and tablets, with constraints the web doesn't have: battery, unstable networks, validation by Apple or Google before each update. Good profiles are rare and in post: they don't answer ads and mostly recommend each other.
A mobile headhunter knows this pool and can tell a web developer who has also done mobile from a profile who has shipped and maintained a production app.
native or cross-platform: which choice for your team?
Native development in Swift for iOS and Kotlin for Android gives the best performance but needs two teams or two distinct skill sets. Cross-platform with Flutter or React Native lets you code once for both systems, with some trade-offs on animations or access to new phone features.
This choice sets which profile to hire: a skilled iOS developer won't retrain to cross-platform in a week, and vice versa. State this choice in the brief before talking salary.
how do you assess a mobile developer at interview?
The CV lists languages and frameworks. The interview should test something else: apps actually published, their store ratings, and what the candidate built in them.
A short technical exercise on a real screen, with a network or battery constraint, shows skill better than a tech stack list. The headhunter does this first screen before introducing anyone, and checks published apps with references.
how does a mobile developer advance in their career?
A junior mobile developer codes their first screens under guidance. With experience, they own a whole feature, then a mobile app's architecture. A lead mobile developer chooses between native and cross-platform and manages the team.
According to Apec, line-management responsibility lifts the median for software development managers from 49 to 58 k€ gross a year, and budget responsibility from 50 to 55 k€. Decide the level in the brief before setting salary.
hiring a mobile developer in an SME or a large group: what changes?
In an SME or startup, the mobile developer often owns the app alone, from design to store release. In a large group, they join an established mobile team with CI/CD tools and code review practices.
According to Apec, pay varies little with company size, from 49 k€ median under 250 employees to 51 k€ above (2025 edition). What changes is the autonomy expected: state this in the brief.
your questions about hiring a mobile developer
According to Apec, software development managers earn 58 k€ gross median a year with line-management responsibility, against 49 k€ without supervision. Budget responsibility also raises the median from 50 to 55 k€ (2025 edition).
It depends on your priority. Native in Swift or Kotlin gives the best performance but needs one skill set per system. Cross-platform in Flutter or React Native is faster with one codebase, with some technical trade-offs. State your choice in the brief: the profiles don't overlap.
The headhunter asks for apps actually shipped by the profile, checks them on the App Store or Play Store and verifies with references their part in the build. A portfolio of screens isn't enough without proof of publication.
Yes. Our headhunters place both a junior mobile developer and a QA mobile automation engineer or a lead mobile developer for architecture. State the level in the form.