Our Services

we don't do it all, but what we do - we do outstandingly



Phoenix Career can help you identify, connect with and recruit the right professionals with the necessary qualifications, for vacancies of any seniority level or specialisation within the ICT domain. We deliver value by supporting your recruitment efforts with some of the most challenging, niche or urgent search assignments within your organisation.

Once we conduct an exploratory discussion with you, to throughly flesh out your requirements, expectations and needs, we will search our extensive candidate network and proactively seek out top-level experts who match the job specifications.


Are you on the lookout for a superstar to join your team at executive level? A prolific leader and outstanding professional who is to continuously envision, strategize, formulate and actualize the on-going success of your company?

You can count on us to be your capable and dedicated partner in this vital search. Drawing on our past successes in securing win-win executive level hires for tech companies of diverse sizes, we will address your recruitment needs with enthusiasm, proficiency, prudence and thorough commitment.

business plan


For a pre-agreed fixed fee, we will provide you with an operative candidate shortlist, crafted by a senior headhunter. Phoenix Career will present you with the applications of 5 top candidates who:
1) Match the requirements of the vacancy;
2) Have been pre-screened and interviewed by a specialist senior recruiter;
3) Have expressed a genuine interest in the vacancy;
4) Are potentially suitable in terms of soft skills, leadership experience and cultural fit as well.

If the hiring manager is not interested in interviewing one or more of the candidates initially presented, we will extend the search and look for additional matches, until we get to a finalised list of 5 qualified and motivated applicants. 



Our mission as well as our strength lies in helping YOU get introduced to top performing seasoned and self-motivated telco and IT professionals. The history of telecommunications and high tech is the ultimate story of evolution and ground-breaking innovation. But let’s face it, it is people – driven, smart, hard-working people – who are always the key to an organisation’s success.

Telecommunications Recruitment Services


Riding the continuous waves of innovation, the telecommunications sector never stands still and certainly not in the digital age! Since the technology is developing at such a fast rate, it comes as no surprise that this industry segment is particularly affected by talent shortages. 

We have proven success in supporting network infrastructure providers, operators, software vendors and systems integrators in their talent identification and recruitment efforts. From BSS and OSS, to Virtualization and Cloud, to 5G, Security and Smart City – Phoenix Career can assist you in headhunting the right specialists, managers and leaders for your team. 


Some of the most coveted IT skills right now are within digital transformation. More and more we are seeing that businesses are struggling to cope with the demand for capable and seasoned professionals in this space, due to heightened competition and ever-growing talent shortages. And while there are numerous different strategies and practices organizations can implement to address these needs long-term, what happens when you urgently need to fill a critical position requiring such qualifications?

This is where specialist digital transformation headhunters come in handy. Our recruiters have access to exceptionally vast global networks of professionals with a variety of skills related to cutting edge technologies and digital transformation advisory. We can support you in the sourcing, reviewing and engagement of top talent within IT and High Tech.

ICT Recruitment
consulting ICT recruitment services


We have had the privilege of collaborating with many of the top management, strategy and technology consulting firms and professionals on a global level. Being adept at helping other organisations navigate their business transformation journeys, consulting companies in the digital age have had to simultaneously undergo transformations themselves, in order to continuously provide the value and innovation that their customers expect. 

We know from experience that identifying and bringing in the right professionals for consulting positions can be a highly complex and time-consuming endeavor. Phoenix Career can certainly help with such placements at all seniority levels, from Analyst and Consultant.


We can assist you in filling these and similar positions

  • PMO
  • SME
  • CTO


Access to top talent

Hire the very best

Gain a competitive advantage by securing the leading experts in your field for your very own team.

Targeted and proficient approach

Save Time and Money

Hiring a top specialist headhunter ensures that the process of identifying, engaging and recruiting a suitable professional is efficient and effective, saving you time and money in the long run.

Professional Representation

Promote Your Brand

All the conversations your assigned headhunter will have with prospective candidates will help spread the word about your company through professional positive representation.  

Consulting Professionals
Global Recruitment

Case Studies

Some of our success stories

An IT solutions and services consulting firm, based in the Gulf region, reached out to Phoenix Career back in 2015 to seek help in identifying and recruiting Big Data experts for a major banking project in the UK.

The Challenge:

The IT consultancy needed the help of a seasoned, specialist team of global IT headhunters like Phoenix Career for three main reasons:

  • Talent shortage: The project required hard-to-find Big Data and Machine Learning skills such as Hadoop, Spark, Scala language, awareness of DevOps toolchain as well as ability to use automation scripts using tools such as Docker, JIRA, Confluence or Bamboo.
  • Urgency: A number of such talented professionals with proven experience needed to be hired and to begin work on the project as soon as possible, on a full-time basis.
  • Budget: The project had a set and predefined financial scope, which meant that candidates from countries with a very high standard of living would find the offered compensation unattractive.

Our Approach:

In true consultative fashion, we approached this assignment in an individual and strategic way. After familiarizing ourselves with the talent pool of candidates proficient in all of the required technologies, we swiftly began having conversations with potentially suitable prospects. We quickly realised that Big Data specialists based in the UK, Ireland, France or Germany would not be interested in this project due to their higher salary expectations. Thankfully, remote work was a viable option with this particular project, so we were not restricted by the candidates’ base location and this significantly widened our search.   

Thanks to our efficient search and qualification process, as well as the willingness of the hiring team to effectively collaborate with us we managed to conduct numerous interviews within a short period of time. We utilised our existing network, our tools for scouting social media, we took advantage of excellent referrals and recommendations from our contacts in the Big Data space. Since this was an on-going project which took around 6 months, there were various searches and interview processes as the needs for different skillsets and career profiles came up throughout the duration of the project. 

The result:

Through our collaboration, this IT Services company contracted 5 qualified Big Data professionals and thus ensured the success of the IT transformation project with their major client.

A prominent European software solutions and IT services provider, headquartered in Hungary, and with offices in in Austria, Switzerland and the UK. They support major finance, telco and industrial companies on their digital journeys.

We established contact with the company’s HR and leadership team through a referral by one of their employees, who had collaborated with our recruiters in the past and was keen to recommend us as specialist IT headhunters.

The Challenge:

The Software Services firm was in need of a Technical Subject Matter Expert for a large PPM transformation project with a major UK banking client. One of their areas of specialism is their proficiency with CA PPM – the cutting edge project portfolio management tool from CA Technologies. The company is in fact a leading European expert of implementation, consultancy and support services for CA’s products. Needless to say, our client already had access to some of the best CA PPM experts in the region – either employing them on a permanent basis or contracting them for various projects.

The main challenge with this assignment was to find candidates who would:

  • Have functional, technical and industry experience in a highly specialised, niche area;
  • Be open and able to work in London, UK;
  • Be new to the hiring team, despite the fact that they have been working in this niche domain for many years with a wide variety of clients;

Our approach:

This assignment certainly required outstanding skills in talent sourcing. In order to fill our talent pipeline for this position we experimented with many different sourcing techniques – we scouted dedicated LinkedIn and Meetup groups, spoke to as many CA PPM experts in Europe as possible, asked for recommendations, mapped our client’s key competitors in this area, scanned various IT talent websites and major social media channels. We didn’t limit the search geographically but we always made sure the applicants would be able to work in the location required for the assignment. As there was such extreme talent shortage in the needed areas, this was certainly a task for experienced headhunters.

The result:

We managed to identify and engage a fantastic professional with technical and functional know-how in all of the areas required by our client. She is not only skilled and knowledgeable, but also dedicated, motivated and hard-working. The candidate was contracted for 6 months but the employer ended up hiring her on a permanent basis. Win-win-win!

Subsequently, another professional, identified and referred by Phoenix Career, was selected for a different project with the same hiring organisation.

A fascinating and disruptive PropTech startup, providing software-enabled workspaces to customers all around the world.

An international company with a talented technical team based in Poland, this start-up contacted us with an offer of collaboration on one of their most strategic positions. They were looking for a capable and driven CTO to ensure their successful growth and scalability and to spearhead the further expansion of their team.

The Challenge:

Luckily for us, this client has the advantage of not only being an attractive and exciting company to work for. In addition to this, the leadership team was fully engaged in the recruitment activity and we were able to quickly establish a highly efficient, collaborative process. The CTO vacancy they needed to fill was highly attractive and promising, but as with any specialist and mission-critical position, there were a number of challenges we needed to work through:

  • even though the position incorporated the possibility of working remotely for a large portion of the time, there was still a requirement to spent sufficient time interfacing with the technical team in Poland. This meant that we would need to find a talented CTO who would be relatively flexible on travel, considering they would need to spend on or more weeks every month abroad (the local talent pool was not sufficient so we needed to expand the search regionally).
  • the hiring company being a start-up, the guaranteed remuneration was relatively low compared to other position of a similar rank in the SaaS space. Of course, this would not be an issue with people with an entrepreneurial spirit who were familiar with the idiosyncrasies of the start-up field, so we needed to make sure the candidates we identify would be OK with a focus on the potential of a career opportunity, rather than a high initial paycheck.
  • The job requirements included skills and working experience in a number of cutting-edge technology areas: Cloud, Blockchain, IoT, Machine Learning. This means we needed to find talented leaders who not only had an entrepreneurial/start-up track record, but had also had the opportunity of working in these highly sought after domains.

Our Approach:

Since this particular position required a lot of different technical skills and on top of this – a proven track record in leadership positions as well as in entrepreneurial environments, we knew we needed to widen the search and engage with as many candidates as possible. We spoke to numerous SaaS technical gurus who had worked with most or all of the technologies required. But for an executive position there are so many more attributes necessary to fulfil the job responsibilities. We had a very clear idea about the company culture from the in-depth discussions we had had with the founder and CEO, we also knew that a top candidate for this position would be someone with a lot of drive, self-motivation, with leadership charisma as well as an entrepreneurial spirit. We produced a shortlist of top matching professionals within 3 weeks of our introductory chat with the hiring company, while in the meantime we were in regular communication with the leadership team. We sent out weekly progress reports, detailing the number of career profiles we have reviewed and the number of qualified candidates we have identified.

The Result:

After several weeks of scheduled interviews between the start-up founders and the candidates proposed by Phoenix Career, a CTO was selected and went on to be successfully on-boarded.