developer recruitment agency
your next developer, headhunted by a specialist in your stack.
We combine our data, our tech experts and our AI algorithms to hand your role to the headhunter with the most hires for that profile, from your first developer to your tech lead.
- no setup fees, pay on hire
- guaranteed replacement
- hire signed in under 26 days
they hire their developers with muzzo
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your sector. The rest is scoped in your first conversation with the Muzzo team.
02
the right headhunters get started
Those who have already recruited developers on your stack and at your level.
03
you meet the profiles
Approached and technically assessed by the headhunter. 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.
let's talk about your role
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?
You set the fee for each role, between 5 and 30%. You only pay it once the person is hired. No fixed fees, no deposit. If you don't hire, you pay nothing. The Muzzo team helps you choose the right amount.
You have a double guarantee. If your new hire leaves within 3 months, we restart the search at no cost. If we don't find a replacement within 4 months, we refund 50% of the fees. On average, 94% of new hires are still in post after 3 months.
Click “get started” and describe your role in two steps. The Muzzo team gets back to you to refine the need. Then the headhunters with the most hires in that field get to work. Launching is free, with no exclusivity.
our headhunters who specialise in developer roles are ready to start
A hire signed in under 26 days. You only pay when you hire.
the reality
good developers don't apply, they respond to the right approach
they already get too many messages
An experienced developer is approached every week, often for a role outside their field. They answer the one who understands their stack, their level and what they are looking for.
Go, React Native, Java: three different searches
A Go developer, a mobile developer and a Java tech lead are not found in the same places. Each role goes to the headhunter who already recruits that profile.
the technical test shouldn't be the first filter
A profile who reaches the interview without the right level costs your team half a day. The headhunter checks real experience before introducing anyone to you.
the roles
the developer profiles our headhunters find for you
From a startup's first developer to a scale-up's engineering manager, each role goes to a headhunter who knows that profile.
full stack developer
The full stack developer codes both the interface and the server. Often the first hire in a product team, and one of the roles our headhunters fill most often.
already hired via muzzo
backend developer
The backend developer builds the API, the database and the processing. Go, Python, Java, PHP: we search by programming language, not by keyword.
already hired via muzzo
frontend developer
The frontend developer builds the interface your customers use. React, Vue, Ember: they need to know your framework and your product's design.
already hired via muzzo
mobile developer
The mobile developer ships your iOS and Android apps, native or hybrid. A rare profile that few recruiters know how to assess.
already hired via muzzo
software engineer
In teams that work in English, the software engineer often covers several layers of the product. The headhunter checks both English and technical level.
already hired via muzzo
tech lead and lead developer
The tech lead still codes, but also sets the architecture and reviews the team's code. You need someone who has done it before, not a developer promoted by default.
already hired via muzzo
engineering manager
The engineering manager hires, grows and organises the development team. It is one of the tech roles our headhunters fill most often.
already hired via muzzo
CTO and founding engineer
The CTO or first engineer lays the company's technical foundations. A decisive hire, often made right after a funding round.
already hired via muzzo
the method
one headhunter per technical profile, not a generalist recruiter
We have tracked every headhunter since November 2020, on three criteria: how many hires they make, the quality of their profiles, their speed.
you describe the role and the stack
You fill in the form, then we talk it through: languages, level, remote work, salary. You set the fee, between 5 and 30%.
we choose the headhunters
From more than 2,500 selected headhunters, we keep those who have already recruited developers for roles close to yours.
you meet vetted profiles
The headhunter has already talked tech with every profile. You keep your interviews for what matters: the code and the team.
you only pay if you hire
Nothing to pay upfront. No fixed fees, no deposit.
hiring developers
why use a developer recruitment agency
A developer recruitment agency goes after the people who never apply. According to France Travail's 2026 labour needs study (BMO), French employers plan 9,500 hires of software development technicians and 18,330 of IT engineers and R&D managers. For those engineers, 57.4% of hires are rated hard to fill.
The best developers are already in post and get messages every week. They answer the person who understands their language, their level and the project on the table. That is the job of a specialist headhunter, not of a job ad.
hiring a developer by stack and seniority
A React developer, a Go developer and a mobile developer don't hang out in the same networks. Communities, meetups, open source projects and the companies using each technology all differ. So your role goes to the headhunter who already recruits for your language.
Seniority matters as much as the stack. A mid-level developer ships alone, a senior lifts the team, a tech lead sets the architecture. The headhunter checks what people actually shipped and the role they held, not just the years of experience on the CV.
assessing developers without tying up your tech team
A technical interview costs your developers half a day. The headhunter does the first screen: stack, shipped projects, how they work in a team, why they want to move. You only meet people who have the level.
If you have your own technical test or take-home exercise, it goes into the brief: the headhunter flags it early, so nobody drops out at the last minute. And if you are not technical yourself, the Muzzo team helps you write a precise brief.
hiring developers in Paris and across France
Paris and its inner suburbs concentrate hiring. According to France Travail, the Paris, Paris Ouest La Défense and Grand Paris Seine Ouest employment areas add up to 6,980 planned hires of IT engineers in 2026. Toulouse (1,140), Nantes (970) and Bordeaux (740) follow.
Remote work widens the search, but most teams want to meet a few days a week. We set the city and the on-site rhythm from day one, so the headhunter looks in the right place and doesn't bring you people who will turn the offer down.
the Syntec agreement, salaries and the arguments that win developers over
In French IT services firms, consultancies and many software publishers, developers usually fall under the industry-wide agreement for technical consultancies known as Syntec (IDCC 1486). It sets rules on probation, notice periods and the annual day-based working time of managers. The headhunter factors this in when comparing your offer with the person's current deal.
Salary is not the only lever. Remote work, the quality of the stack, the impact of the product and the weight of the tech team in the company count just as much. The headhunter tells you early what the market expects for your role, so the offer holds when it is time to sign.
hiring a whole development team after a funding round
After a funding round, you often need several developers, a tech lead and an engineering manager within a few months. Each role goes to its own headhunter, and the searches move forward in parallel. You follow everything in one place, with a single contact at Muzzo.
That is how Libeo hired software engineers, two product managers and a product designer. Partoo and Legalstart hired their engineering managers and tech leads with Muzzo. You only pay on hire, and launching each role is free, with no exclusivity.
your questions about hiring developers
On average, a Muzzo hire takes 26 days, across all roles, over the last 12 months. For a developer, the timing depends mostly on the stack, the level and how much remote work you offer. The Muzzo team gives you an estimate from your first conversation.
Yes. We have already recruited Go, Rust, .NET and PHP Laravel developers. On a rare stack, several headhunters can search at the same time, each in their own network.
Describe the product, the current team and what the person must ship in their first six months. The Muzzo team helps you turn that into a stack and a seniority level. The headhunter then runs the technical screen before introducing anyone.
A traditional agency hands your role to its own recruiters, who cover all of IT. Muzzo hands it to the headhunters with the best results for that profile, chosen from more than 2,500 selected headhunters.
Yes. It is common after a funding round. Each role goes to its own headhunter and the searches move forward in parallel. For Libeo, we recruited software engineers, two product managers and a product designer.