HR recruitment agency and headhunters for tech
your HR profiles for a startup, a scale-up or an IT consultancy, hired by headhunters who know the tech job market.
We hand your role to the headhunter with the most HR hires at startups, scale-ups and IT consultancies: talent acquisition, HRBP, in-house tech recruitment.
- no setup fees, pay on hire
- guaranteed replacement
they hire their hr profiles with muzzo
how do you hire an HR profile for a tech company?
Talent acquisition manager, HRBP or in-house tech recruiter: at a startup, a scale-up or an IT consultancy, these profiles know the tight market for tech roles. Muzzo gives your role to the headhunters with the most hires in this field in tech. 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, the size of your tech teams. The rest is scoped in your first conversation with the Muzzo team.
02
the right headhunters get started
Those who have already hired for this role at a startup, a scale-up or an IT consultancy.
03
you meet the profiles
Approached and screened 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%, and you only pay it on hire. No deposit, no fixed fees. A junior recruitment officer and a scale-up HR director do not call for the same search effort: the fee follows that difference.
You get a double guarantee. If your new hire leaves within 3 months, for example because the volume of tech hires to run or the scope of the role were not what was planned, 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.
our tech HR headhunters are ready to start
A hire signed in under 26 days. You only pay when you hire.
the reality
hiring for a tech company means understanding its own tight roles
the tech job market has slowed
According to Numeum, member companies hired 51,000 employees in 2025, a figure stable year on year but far below the more than 83,000 hires of 2023. A tech talent acquisition manager now has to do more with fewer open roles.
a developer isn't hired like a salesperson
The headhunter checks the HR profile can tell development, data and infrastructure roles apart, not just read a technical job description handed over by a manager.
turnover stays low, retention counts double
According to Numeum, tech turnover stayed at 15.6% in 2025. A scale-up HRBP has to retain existing teams as much as recruit, a different balance from a generalist HR role.
the roles
the HR profiles our headhunters go after for a tech company
From tech recruitment to HRBP, each role goes to a headhunter who knows the tech job market.
talent acquisition manager
They hire the tech profiles of a scale-up or an IT consultancy, in roles where competition between employers stays strong despite the market slowdown. Theodo hired theirs with Muzzo.
scale-up HRBP
They support tech managers day to day: scaling a team, internal mobility, departures. Payfit hired theirs with Muzzo.
recruitment officer and in-house IT recruiter
They run first-round technical interviews and screen developer, data or infrastructure candidates before managers get involved.
HR manager and people ops
They build the HR processes of a growing startup: onboarding, payroll, employment framework, often working alone at first.
HR director of a tech scale-up
They lead the HR function of a fast-growing tech company, balancing structure building and team retention.
the method
a headhunter who knows the tech job market
Hiring for a tech company means knowing the roles it hires for itself. The method starts from the team size and the tech roles to fill.
the brief starts from the company's tech roles
Developers, data, infrastructure: the headhunter first looks at what your company hires before screening the HR profile.
a headhunter who specialises in tech HR
Among more than 2,500 selected headhunters, your role goes to those with the most hires in this field in tech.
hires checked, not promises
Volume of hires made, tech roles covered, conversion rate: the headhunter checks what the profile has actually delivered.
the figures
HR hiring in tech in figures
€46k
median gross annual pay for managerial recruitment and career management roles in the IT sector (1st decile €38k, 9th decile €64k)1
51,000
employees hired in 2025 by Numeum member companies, a figure stable against 2024 but well down on the more than 83,000 hires of 20232
15.6%
turnover rate in tech in 2025, a historically low level, stable against 20242
hiring an HR profile for a tech company
Hiring for a tech company means understanding the roles it hires for itself: backend developer, data engineer, infrastructure engineer. A generalist HR profile rarely tells these roles apart at a first interview.
An HR recruitment agency specialising in tech knows these profiles: it knows what a volume of tech hires run at a scale-up is worth, and approaches candidates already in post at a company in the sector.
According to Numeum, member companies hired a little over 51,000 employees in 2025, a figure stable against 2024 but well down on the more than 83,000 hires of 2023.
Turnover, meanwhile, stayed at a historically low level of 15.6% in 2025. In this context, in-house HR teams hire less by volume but need to retain existing profiles more, a balance that weighs on the profile being sought.
The talent acquisition manager drives the hiring of a scale-up's tech profiles: sourcing, first-round technical screening, pipeline follow-up. The HRBP, meanwhile, supports managers day to day, from onboarding to departures.
The recruitment officer runs first-round interviews across a wider scope, often within a small HR team. These three profiles are neither found in the same networks nor judged on the same criteria.
your questions about HR recruitment in tech
According to Apec, managerial recruitment and career management staff employed in IT earn a median €46k gross a year, and 80% of them between €38k and €64k (2025 edition).
According to Numeum, member companies hired a little over 51,000 employees in 2025, a figure stable against 2024 but well down on the more than 83,000 hires of 2023: the market has cooled after several years of strong growth, without stopping.
According to Numeum, sector turnover stayed at 15.6% in 2025, a historically low level. In this context, an HRBP who can retain existing teams matters as much as a good recruiter.
Our HR page covers every sector. This page is for HR profiles at a tech company, who need to understand the tech roles they hire for themselves.
Our talent acquisition manager page covers this role across every sector. This page brings together every HR profile at a tech company: talent acquisition, HRBP, recruitment officer, HR manager, HR director.
by Antoine Gigomas, CEO and co-founder of Muzzo ·
