Fagan & CoSoftware & data hiring · UK and Europe

Engineers,found and vetted by a person.

I help fast-growing start-ups make their software and data hires, from first engineers to CTO. I speak to every candidate myself, test both their technical depth and how they work with people, and hand you a shortlist you can trust. Interviews, decisions and offers stay with you.

No AI screening. No chatbot interviews. You deal with me.

I go as deep on how someone communicates, leads and works in a team as on what they’ve built. Every candidate you meet has spoken to me first. Tools help me find people. A person decides who is worth your time.

What every search includes, whichever option you choose

Six things you get on every search

01

Every candidate spoken to

No CV reaches you until I’ve walked through their technical work and tested how they communicate and lead.

02

A written brief per candidate

Fit, concerns, salary and notice period, so you can decide in minutes.

03

Salary band check

Market data for the role, level and location, so your offer lands first time.

04

Candidates within days

First candidates in front of you within 3 working days on retained, 5 on contingent.

05

Offer to start date

Expectations and counter-offers managed through to day one.

06

Protection if it doesn’t work out

A free replacement search on retained roles, or a 12-week rebate.

Cormac Fagan, founder of Fagan & Co

Cormac Fagan, founder

Four years in specialist tech recruitment and 48 technical placements, before setting up Fagan & Co to work with start-ups directly. You brief me, I run the search, and I’m the person you call.

Talk to me

Track record

Four markets, one network of engineers

I’ve filled software and data roles across all four. Access to millions of engineers through LinkedIn Recruiter, plus my own network of hundreds of passive engineers built over four years, so I reach the people who aren’t on job boards.

Core market

Fintech & financial services

Payments, banking, lending, wealth and insurtech

  • The best engineers move between banks, scale-ups and trading firms, and I know what pulls them each way.
  • People who’ve shipped in a regulated environment are worth paying for.
Core market

Energy & climate tech

Grid, storage, renewables, energy trading and metering

  • A small talent pool: many strong engineers sit in trading firms, utilities and big tech.
  • The mission wins candidates, but only if the pay and the problem are credible.
Core market

Healthcare & healthtech

Digital health, clinical software and health data platforms

  • Patient data raises the bar on security and compliance, and few engineers have done it well.
  • Purpose attracts people, but they’ll still compare your offer with fintech and big tech.
Core market

B2B SaaS & data products

Analytics, AI tools and data-heavy platforms

  • Engineers who’ve scaled a product are chased by big tech; scope and equity win them.
  • Product sense matters as much as code at this stage, so I test for both.

Growing focus  Proptech, mobility and other data-heavy start-ups.

Proven results. Lasting hires.

Four years in tech recruitment
48
successful technical placements
96%
of candidates still in role after 12 months
~21 days
typical time to fill a permanent role
Figures reflect the founder’s recruitment track record before establishing Fagan & Co.

Case study · Fintech start-up

A founding CTO, after a failed offer.

Three founders hiring their first permanent employee: a CTO with strong corporate and investment banking experience. Their preferred candidate, from another agency, fell through over equity.

In their words

What clients and candidates say

From a clientCEO, Series B fintech
One of the things that sets Cormac apart is his commitment to transparency.
Read the full recommendation

“I had the pleasure of working with Cormac, a highly skilled Recruitment Consultant who I would highly recommend to anyone in need of recruitment services. Cormac is an accomplished professional with a wealth of knowledge and experience in the industry.

Throughout our collaboration, I was consistently impressed by Cormac’s dedication to getting the recruitment process moving smoothly and efficiently. He is a true expert in his field and has an excellent understanding of what it takes to identify and attract top talent. Cormac always goes above and beyond to ensure that his clients are satisfied and that the recruitment process runs smoothly.

One of the things that sets Cormac apart is his commitment to transparency. He values honesty and integrity and makes sure that all parties involved in the recruitment process are kept informed and up-to-date. Cormac takes the time to understand his clients’ needs and works tirelessly to ensure that those needs are met.

Cormac is also extremely helpful and always willing to go the extra mile to assist his clients. He is approachable, friendly, and always available to answer questions or provide guidance. Cormac’s helpfulness and dedication are truly remarkable, and I would highly recommend him to anyone in need of recruitment services.”

From a placed candidateMedia sector
…does what he says he is going to do. You can’t ask for more than that.
Read the full recommendation

“I recently secured a role with [a national media group], in which Cormac played a significant part in helping me to shine during the lengthy interview process, and he stayed in touch with updates the whole way. His attention to detail is thoroughly appreciated.

He is personable, professional, and does what he says he is going to do. You can’t ask for more than that. While I am hoping to not need Cormac’s services in the future, if I did I would not hesitate to reach out. 10 out of 10, would definitely recommend!”

From a placed candidateSoftware developer
The preparation he helped me with… was invaluable, it really did help me succeed.
Read the full recommendation

“I wanted to express my huge appreciation for the help that Cormac has given me in securing my latest role as a software developer. From the first interaction we had, he has been ultra professional, reassuring and generally an extremely competent recruitment agent.

After recently being made redundant, I cannot tell you how nice it is to have a recruitment agent work so hard to help you secure work. The preparation he helped me with before both of my interviews was invaluable, it really did help me succeed.”

References available on request

Why Fagan & Co

Why Fagan & Co, not a big agency

I don’t take a role and disappear. I become part of how you hire: I learn your business, your market and your competitors, and I’m there for every hire after the first.

Large agency
Fagan & Co
Who works your role
One person wins it, another works it
Me, start to finish, with a trusted team when you’re hiring at scale
The relationship
A transaction, role by role
A long-term partner who grows with your team
How well they know you
Your job ad
Embedded in your business: product, team, plans and culture
Selling your role
A pitch read from the spec
I sell it as well as you would, because I know the detail
Market knowledge
A database search
Your competitors, where you fit, and why candidates should pick you
Meeting you
Calls and email
I come to your office and meet you and the team face to face
When you can reach them
Office hours
Evenings and weekends, when a candidate or offer needs it
Beyond CVs
Not their job
An advisor on hiring plans, pay, process and team structure

Why retained is the better deal

It costs less

10% instead of 12%. On an £80k hire, that’s £1,600 back in your budget.

Your role comes first

It’s exclusive, so I’m not racing other agencies to send CVs. Your search gets my best hours.

A deeper search

I headhunt from my own database of passive engineers, not just people on job boards.

Less risk

A free replacement within 3 months, not a shrinking rebate, plus check-ins after they start.

Working together

Two ways to work together

Retained · Recommended

10%any role

Paid in thirds: kickoff, shortlist, start. Exclusive.

Commit to me, and pay less

  • A full headhunt, including passive candidates
  • Market map of who could do the role
  • Job spec and salary band review
  • Screen against your technical scorecard
  • Weekly report and Friday call
  • First candidates within 3 working days
  • Confidential searches on request
  • Check-ins at 30, 60 and 90 days
  • Free replacement within 3 months

Contingent

12%any role

Paid on start. Nothing upfront. Non-exclusive.

Keep your options open

  • Candidates from my network and people actively looking
  • A written brief per candidate
  • First candidates within 5 working days
  • 12-week sliding-scale rebate
£80,000

Base salary. Drag to see the fee for each option.

Retained (10%)
£8,000
£2,667 at each of 3 stages
Contingent (12%)
£9,600
Paid on start
Choosing retained saves you
£1,600

Before you commit

Two ways to start, both free

No obligation. See how I think about your hire before you decide anything.

01On a call, this week

A 20-minute hiring call

Tell me about the role and the team. I’ll give you an honest read on it.

  • What your salary band will realistically attract
  • How long it’s likely to take, and why
  • Where your spec might put good people off
Book your call →
02In your inbox within 3 working days

A free market brief

A short written brief on your role, yours to keep whether we work together or not.

  • Where the people you need work now
  • Which competitors are hiring them, and what they pay
  • How to pitch your role so it stands out