Technology talent,by people from the industry.
Four ways to work with MK9, depending on how quickly you need to hire, how senior the role is, whether you need someone permanently, and how much of the process you want managed.
A bench that's ready when the project is.
MK9 keeps a network of vetted technology specialists (engineers, architects, pre-sales, delivery, security) ready to deploy. When a project lands, you ramp up. When it ends, you ramp down. No headcount, no notice periods, no payroll.
We've sold this technology and built these teams for fifteen years, so we know who's genuinely good and who just has the certifications.
Four ways to work with us.
Surge
Capacity when the plan demands it
Contract, part-time and project-based people across sales and technical, live in days and gone when the work is done. Delivery partners handle payroll, compliance and IR35 status — no admin on your side, no permanent headcount. See how Surge works →
Ignite
Fast access to active talent
For roles that need filling quickly. We run a targeted search across the live market and our own network, and come back with a shortlist in days rather than weeks. Success-only: nothing payable until someone starts.
Summit
Targeted, confidential search for critical hires
For Sales Director, VP Sales and CRO appointments, and for founding or lead technical hires. We map the market properly, approach strong people who aren't looking, and assess every candidate against criteria we agree with you upfront. Retained, with defined milestones and the search run to completion.
Scale
An in-house recruiter, without the in-house headcount
Dedicated recruiter time embedded in your hiring process, backed by MK9's sourcing capability, tools and network. We define roles, run pipelines, manage candidates and report to you like an internal team would. Fixed monthly pricing, so hiring cost is predictable through a growth period.
How we charge.
Clear terms for every service, agreed before any work starts.
Surge
Charged as a single day rate covering the contractor's pay and our margin. No placement fee, no minimum term beyond the agreed notice period, invoiced monthly in arrears against approved timesheets. FCSA-accredited partners and documented due diligence. If you later want to take a contractor on permanently, that's agreed upfront rather than negotiated after the fact.
Ignite
A percentage of first-year base salary, invoiced on the candidate's start date. No placement, no fee: nothing is due unless someone joins.
Summit
A percentage of the first-year package, split across three stages: engagement, shortlist and placement. The staged split reduces your exposure at any single point while committing us to the search on roles that take real work to fill.
Scale
A fixed monthly retainer priced on committed days per week rather than per hire, with a typical three to six month minimum term. Works out cheaper per hire once you're filling three or more roles in a quarter.
Book a consultation.Let's talk about your next hire.
Thirty minutes to understand the role or project, the timeline and the right way to work together.