01Understand your profile
Review your background, strengths, goals, and target roles — including the visa runway you are actually working with.
Staffing Solutions
We help candidates get placed in the United States
Seaggle is the recruitment partner global tech talent trusts to land roles at US Fortune 500 employers — with H1B sponsorship, resume coaching, and direct-hire support baked in.
We establish the work before we start a search, assess transparently, communicate clearly, and stay involved after onboarding.
42+
Candidates placed
Since launch
18+
US client partners
12+
Visas sponsored
6
Months since launch
Founded 2025
For candidates
Placement into US technology roles, handled end to end
Contract, direct hire, sponsorship, or coaching to become competitive — handled by recruiters who work the US tech market daily. The full process is below.
- 01The outcomeWhat this person or team must make possible
- 02The environmentSystems, stage, and the team they join
- 03The responsibilitiesWhat they will actually own day to day
- 04The must-havesCapabilities that genuinely matter, separated from the wish list
- 05The working modelLocation, time zone, and how the team collaborates
Roles with US employers, including Fortune 500 client partners
Trusted by US employers placing tech talent
- Microsoft
- Amazon
- Meta
- Apple
- Stripe
- Salesforce
- Cloudflare
- Snowflake
- NVIDIA
- Adobe
- Oracle
- IBM
- Netflix
Company names indicate employers in the US technology market that Seaggle recruits into. They are not partnerships, endorsements, or sponsorships, and no affiliation is implied.
What we hold ourselves to
Targets we publish, so you can hold us to them
These are the standards we are working to, stated as targets rather than dressed up as results.
- Target
80%
H1B sponsorship match rate
- Target
70%
Time-to-offer within 90 days
- Our promise
100%
Candidate response rate
Please note
Targets describe what we are working towards, not what is promised to any individual. No placement, interview, visa outcome, or timeline is guaranteed.
How we work
Built for the candidate, not the placement fee
Seaggle was founded by people who went through the process themselves — three H1B lotteries, four RFEs, and one denied relocation before landing at US tech companies. That is why the firm is built around the candidate rather than the employer.
Candidates first
We work for candidates, not employers. No upfront fees and no exclusivity contracts.
Visa-aware sourcing
The team works across H1B, OPT, CPT, J1, TN, and Green Card processes rather than treating status as an afterthought.
Hands-on coaching
Mock interviews, resume writing, and salary negotiation support are included, not sold separately.
Placement support
Twelve months of post-placement support covering promotions and visa transitions.
Founded
Launched late 2025
Based in
Princeton, NJ
Experience
Two decades of combined US tech recruiting experience
How placement works
Six services, one outcome: a US offer that fits your career, visa status, and life.
From the day you upload a resume to the day you sign your offer letter, every step is handled by recruiters who know the US tech market inside out.
- 01Understand your profile
- 02Build a career strategy
- 03Strengthen your positioning
- 04Prepare for interviews
- 05Apply with purpose
- 06Support until placement
0102Build a career strategy
Identify suitable domains and define a practical job-search roadmap.
03Strengthen your positioning
Improve your resume and profile so recruiters can understand your value — ATS-friendly, and readable by a human.
04Prepare for interviews
Practice technical and behavioural interviews with feedback, built from the job description in front of you.
05Apply with purpose
Submit targeted applications and refine the strategy based on response patterns rather than volume alone.
06Support until placement
Continue guidance and follow-through until you secure the right full-time opportunity.
Career Support Program
End-to-end job search and placement assistance
A structured path to a full-time role in the United States — career guidance, resume optimization, interview preparation, daily application support, OPT/STEM guidance, and placement assistance, handled in one place.
Who this is for
- Students & recent graduates
- OPT / STEM candidates
- Professionals seeking full-time roles
- International candidates navigating the U.S. job market
The programme at a glance
- Application volume
- 30–40 targeted dailyChosen against your profile, not sprayed.
- Support duration
- Up to 12 monthsOr until you secure a full-time role.
- Interview preparation
- JD-based, per interviewBuilt from that specific job description.
- Guidance
- One-to-oneAligned to your goals, profile, and visa runway.
- Tools & technology
- Included where neededTraining where a target role expects a gap closed.
- Pricing
- Starts at 299 USDSeveral plans depending on the support you need. We walk you through the options before anything is agreed.
299 USD is the starting plan, not the only one. Programme terms and the plan that fits are agreed in writing before anything begins.
For startups and growing companies
Hiring capacity you do not have to build first
Most growing companies need their next three engineers before they need a recruiting function. We work as that function until it makes sense for you to own it.
- No internal talent team
- We run the search end to end — sourcing, screening, scheduling, and the follow-through — and report in the detail you would expect from someone in the building.
- A small team, where one wrong hire is felt immediately
- Candidates are assessed against the environment they are joining, not a keyword list, and you see the reasoning behind every shortlist including the reservations.
- Requirements that move as the product does
- Scope is revisited rather than defended. If the role you described in week one is not the role you need in week four, we re-run the search, not the invoice.
- Budgets that cannot absorb a bad month
- Contract, contract-to-hire, and direct placement, chosen against how certain the work actually is — so you are not committing permanently to something still being proven.
Role families
The disciplines we work in
Each requires different assessment context. We do not treat a cloud engineer and a data engineer as the same search with different keywords.
AI/ML & Automation
Professionals who take AI work past demonstration — into integration, evaluation, and supervised operation.
View assessment contextSoftware & Product Engineering
Engineers who build maintainable software and can explain the trade-offs behind their decisions.
View assessment contextData & Analytics
Practitioners who make data dependable for the people and systems that consume it.
View assessment contextCloud, Platform & DevOps
Engineers who make environments reliable, observable, and safe to change.
View assessment contextQA & Test Automation
Specialists who convert release anxiety into evidence.
View assessment contextTechnical Product, Project & Delivery
People who keep technical work aligned to the outcome and visible to the business.
View assessment context
Engagement models
Choose the level of ownership the work requires
From an individual specialist through to a managed pod. The distinction that matters is who is accountable for delivery.
| Model | Best when | You own | Seaggle owns |
|---|---|---|---|
| Contract talent | A defined skill is needed for a time-bound need. | Work direction and delivery management | Search, assessment, coordination, engagement support |
| Direct hire | The capability should become a long-term internal role. | Employment, onboarding, management | Search, assessment support, interview coordination |
| Staff augmentation | An existing team needs flexible capacity across a workstream. | Backlog, architecture, daily management | Talent continuity and engagement support |
| Dedicated team | Several complementary roles are needed with stable capacity. | Product direction and shared governance | Team formation, continuity, coordinated staffing |
| Managed delivery pod | The client wants a defined outcome with accountable delivery. | Business priorities, approvals, access | Team, delivery management, execution, reporting |
Requirement to onboarding
What happens, and what you receive at each stage
Every stage ends with a human judgement rather than a score. We will show you the reasoning, including the reservations.
Requirement discovery
A written role brief reflecting outcome, environment, and must-haves
Search and review
Progress visibility and an honest view of market reality
Skills validation
Assessment notes for the profiles put forward
Client selection
Coordinated interviews and structured feedback capture
Onboarding
Start coordination and early check-ins
Ongoing support
A named contact and a route to resolve issues
What you receive
The artifacts, not just the introductions
- A clear role brief agreed before the search begins
- Candidate profiles with relevant experience mapped to your context
- Availability and work-model context stated up front
- Assessment notes, including reservations where they exist
- Coordinated interview scheduling and feedback capture
- Onboarding support through the first weeks
- A named contact for the duration of the engagement
Representative role profile
Data engineer — governed analytics layer
- Environment
- Cloud warehouse, transformation framework in place, three analytics consumers, existing on-call rotation
- Relevant experience
- Built and operated batch pipelines feeding business reporting
- Handled schema change and backfills on live data without downtime
- Worked with analysts to agree shared metric definitions
- Validated in assessment
- Explained a real pipeline failure and the permanent fix, not the workaround
- Modelled a dimension from an ambiguous source with defensible trade-offs
- Wrote quality tests that would have caught the failure discussed
- Assessment notes
- Strong on reliability and communication. Less exposure to streaming than the brief mentions — worth probing if real-time is a near-term requirement.
- Availability
- Stated per candidate at the time of submission
Representative example
This shows the structure of a profile you would receive. It is not a real person and does not indicate that a candidate is currently available.
Compliance & data care
How candidate and client information is handled
Both sides of a placement are trusting us with something. These are the commitments that apply.
Consent
Candidates are told what we collect and why, and their information is shared with a client only with their agreement.
Purpose limitation
Candidate information is used to assess fit for roles they have agreed to be considered for.
Access
Access is limited to the people working the requirement.
Retention and deletion
Information is kept for an approved period and deleted on request. The published schedule follows privacy review.
Human selection
People assess and people decide. Seaggle does not use automated rejection or ranking to make hiring decisions.
Need Seaggle to own the outcome, not only provide capacity? Explore AI & IT Solutions or a managed delivery pod.
Explore SolutionsQuestions
What hiring leaders ask
What engagement types do you support?
Contract talent, direct hire, staff augmentation, dedicated teams, and managed delivery pods. The difference that matters most is who owns delivery — the engagement models page compares that directly.
How do you screen candidates?
Requirement and environment discovery first, then experience review against that context, practical or technical validation where appropriate to the role, and a collaboration-fit conversation. You receive the assessment notes, including reservations.
Do you use AI to rank or reject candidates?
No. People assess and people decide. Where tooling assists a search, it supports a human reviewer rather than making a selection or rejection decision.
Who conducts the final interview?
You do. We coordinate scheduling and capture feedback, but selection is yours. We will share a recommendation and the reasoning behind it when it is useful.
What about location, time zone, and work model?
Remote, hybrid, and on-site expectations are part of the requirement brief, and time-zone overlap is agreed before a search begins so it does not become a surprise later.
What happens if an engagement is not working?
Raise it early with your named contact. Replacement and notice terms are set out in the engagement agreement — those commercial terms are confirmed in writing rather than promised on a web page.
How is confidentiality handled?
Client requirements and candidate information are treated as confidential and shared only with the people working the engagement, under the terms agreed in the contract.
Staffing Solutions brochure
Seaggle Staffing Solutions
Technical role families, engagement models, how candidates are assessed, and what a client receives at each stage.
Sent as a PDF to your email — we'll ask for your consent first.
Tell us about the work, the team, and the capability you need.
A useful requirement starts with the outcome and the environment — not a list of technologies.