Building exceptional Microsoft teams starts with a plan, not a vacancy
Specialist talent planning and search for Microsoft-focused SMBs. We help you plan your hiring for the next 3–12 months so you can fill critical Microsoft roles faster, with less stress and fewer false starts.
Services
How we help you stay ahead of “stuck” hiring
Many SMBs don’t struggle because they can’t find talent – they struggle because hiring is reactive. Roles drag on for months, leaders juggle interviews on top of day jobs, and by the time an offer is made, the best candidates have gone elsewhere. Red Dog Talent helps Microsoft-focused teams plan their hiring, understand what the market will support, and then execute with focus instead of panic.
Talent Planning Power Session (free)
A focused 45–60 minute session to bring clarity to your next 3–6 months of hiring across Azure, M365, Security, Data and AI roles. We look at upcoming work, pressure points in your current team, and where you’re likely to need external hires. The aim is simple: turn vague “we’ll probably need people” conversations into a clear, short-term hiring picture you can actually plan around. This service turns your hiring plan into a clear sourcing blueprint for Microsoft talent. As an add-on, you can retain a talent partner for an agreed number of days per month to run it. Instead of spinning up a new agency every time a role appears, you have one recruiter who knows your priorities, your standards and your market – and keeps hiring moving instead of stalling.
Talent Sourcing Blueprint & Delivery Partner
Once the plan is clear, you need a realistic route to market and someone who can actually run it. This service is a 2-weeks engagement, it turns your hiring plan into a realistic sourcing blueprint for Microsoft talent, and gives you steady, focused recruitment momentum each month so roles move forward instead of lingering in “open” status for weeks. Need a Talent Partner who can execute this with you? No problem, ask us about our flexible support options.
Talent Pipelining & Market Insights
Most SMBs lose time and revenue not because the talent doesn’t exist, but because every hire search starts from zero. This service is designed for roles you hire again and again. We build a warm pool of relevant Microsoft candidates and keep you close to what’s happening in the market – salary shifts, candidate expectations, emerging skills. When a role is signed off, you’re not guessing, you’re choosing from people and data you already know.
Search for Critical & Senior Microsoft Roles
Some roles are too important to leave to adverts and chance. Think: senior leadership, practice heads, niche Microsoft specialists where the wrong hire will cost you time, clients and internal confidence. For these roles, we run a committed, search-led process rather than a race for CVs. Fewer candidates, more depth, and a clear focus on long-term fit and retention – especially when you need more than one hire across a practice or function.
Our 4-step process accelerates hiring, boosts performance, and strengthens both employer brand and candidate experience
Align
We begin with a short talent planning conversation to understand your goals, upcoming projects and likely hiring needs, so we’re not guessing once roles go live.
Map & Engage
We identify target talent pools, approach candidates directly, and manage the hiring journey seamlessly; without needing constant client handholding.
Select & Support
We streamline assessment and interviews, improving speed, candidate experience, and acceptance rates; strengthening your reputation as an employer of choice.
Embed & Review
We integrate with your team, monitor outcomes, and provide feedback to drive retention, faster onboarding, and long-term hiring improvements.
Advantages
Why choose Red Dog?
The advantages that set us apart in talent acquisition
Our fixed-fee or pay-as-you-go model delivers up to 80% savings compared to traditional fees. With transparent pricing, no per-hire charges, and flexible support, you gain predictable spend without permanent overhead.
With over a decade building high-performing technical teams, we manage the full recruitment lifecycle. You save time, reduce workload, and stay focused on scaling your business while we deliver results.
We attract top talent by amplifying your employer value proposition and ensuring an exceptional candidate experience. Using market insights, we align the right people to the right roles; driving stronger retention and lasting business success.
My Background
Your hiring partner should know what good looks like, so I’ve spent 15 years in your shoes.
About Me
Hey, I'm Magda; Founder of Red Dog Talent Solutions. I’ve spent the last 15 years helping Microsoft partners, ISVs, and financial services firms build high-performing tech teams, hiring over 600+ professionals across Microsoft Cloud & AI Platforms, AI Business Solutions and Security. Now I help founders, HR leaders, and senior tech leaders take control of hiring in a way that’s more efficient, more sustainable, and far better value for money.
Partnership over transactions
I cut my teeth working for Microsoft Partners, collaborating directly with key stakeholders to meet tough hiring metrics to scale. I also championed diversity initiatives. This experience showed me the power of genuine partnership over shallow, transactional relationships; I’m convinced that authentic collaboration benefits everyone.
Because this isn’t just about 'filling roles', I want to change people’s lives by placing them in great companies that match their values and ambitions. When you’re serious about your mission and people, we’ll be a great match!
What our clients say
Real outcomes from hiring teams we’ve partnered with
Magda scaled seamlessly our Security Practice from 20 to 80 people in 18 months. Magda provided the management capability and team to recruit, interview, and onboard individuals into the organisation. Magda provides expert leadership and leads with passion and empathy.
Robert
Security Director, Avanade
Magda joined during a high-growth phase and quickly transformed hiring. She cut agency spend, freed up HR, and improved candidate retention through strong pre-start engagement and standout communication. Businesses exited via successful acquisition. 100 hires made over 2 years.
Simon
CEO, SFW
Absolutely one of the top recruiters and talent acquisition professionals I've had the pleasure to work with. Managed and scaled Azure practice into a multi-million-pound revenue-generating business unit.
Chris
UK Solutions CTO, Avanade
Trusted by hiring teams
A sample of brands we have supported
Red Dog vs. contingent agency
A practical comparison across features, time, cost, and outcome.
| Criteria | Red Dog (planning & search) | Contingent agency |
|---|---|---|
| Features | Planning-led model (talent planning, sourcing blueprint, pipeline and search) focused on Microsoft roles. One joined-up approach from “what do we need?” to “offer accepted”. | Reactive, role-by-role model. Focus on sending CVs quickly; process and quality vary by recruiter. ⚠️ |
| Time | Because hiring is planned and pipelined, typical time-to-interview is 7–10 days once a role is signed off. | Unpredictable. Multiple agencies chasing the same brief, slow calibration, and roles that often need relaunching. ⏱️ |
| Cost | Planned hiring, scoped fees and focused support designed to reduce total cost-per-hire over time. | % fee on each hire, duplicated effort and higher hidden costs when roles drag or mis-hires need replacing. |
| Outcome | Fewer “stuck” roles, calmer hiring for leaders, stronger retention and a better experience for candidates and hiring teams. | Reactive hiring, more delays and rework, inconsistent experience, higher risk of mis-hire. |
Frequently Asked Questions
Answers to common questions about our process, engagement models, and timelines.
What roles and industries do you cover?
My speciality is with tech, engineering, data, AI, Security, and go-to-market roles for small to mid-size companies, across all industries, from senior individual contributors to leadership.
Are you able to work on a contingent hiring basis?
Yes, we can do on request, but we believe that you will get much better value from our standard fixed fee model. We don't want to just help you find appropriate candidates; we want to ensure that you land great people that will contribute to your success.
How fast will I see candidates?
We target having interview-ready candidates within 7–10 business days. Total time-to-hire varies by complexity, but 4–8 weeks is common.
Do you offer a replacement guarantee?
Yes, we include a replacement guarantee aligned to the engagement type. Terms are confirmed during kickoff to match your needs.
Do you only assist hiring Microsoft talent?
No, we can support roles for other cloud and technology platforms. However, our network of candidates is heavily weighted towards Microsoft specialists due our 15 years of experience working in this field.
How do we get started?
Book a quick discovery call. We align on scope, success criteria, and timeline, then kick off with a calibrated search brief within 2–3 business days.
Ready to build your team?
Let's discuss your talent acquisition needs and how we can help you scale your team effectively.