ACTIVE BRIEFS
12 open mandates
HCMC · SGP · KUL · BKK
Technical Recruitment Practice

Engineers who
build what you
imagined.

9cv9 is a tech recruitment agency for companies that need software engineer recruitment, DevOps recruitment, AI engineer recruitment, and technical hiring Southeast Asia support. Precision sourcing, structured technical screening, and evidence-backed shortlists.

Submit a hiring brief → See our intelligence tools
0 markets
SEA reach
0-14 days
typical shortlist window
0 roles
technical categories
candidate_briefing.json
// Anonymized senior backend engineer profile
{
  "match_score": 96,
  "years_exp": 7,
  "current_stack": [
    "Go", "Kubernetes", "gRPC"
  ],
  "trajectory": "accelerating",
  "hire_risk": "LOW",
  "skills": {
    "Go"  95
    "K8s"  88
    "AWS"  81
  },
  "recommended": true
}
$ generate_briefing --candidate=anon
What this page is about

9cv9 Recruitment Agency provides recruitment services for software engineering, DevOps, AI/ML, data, security, and technical leadership roles across Southeast Asia. This Tech Hiring page explains 9cv9's Engineering Recruitment process for employers hiring in Vietnam, Singapore, Malaysia, Thailand, and nearby markets.

9cv9 Recruitment Agency Tech Hiring Engineering Recruitment Southeast Asia Vietnam Singapore Malaysia Thailand
Backend Engineering
Frontend · React · Vue
DevOps & Platform Engineering
Machine Learning Engineering
Mobile iOS · Android
Data Engineering
Cloud Architecture
Security Engineering
Embedded Systems
CTO & VP Engineering
Backend Engineering
Frontend · React · Vue
DevOps & Platform Engineering
Machine Learning Engineering
Mobile iOS · Android
Data Engineering
Cloud Architecture
Security Engineering
Embedded Systems
CTO & VP Engineering
Recruiter intelligence suite

Tools built for technical hiring.

Every shortlist we deliver is powered by proprietary intelligence tools — not gut feel. As a hiring manager, you receive evidence, not assumptions.

Flagship AI-powered 01 / LinkedIn Intelligence

A complete analytical layer on every candidate's profile.

LinkedIn Intelligence transforms raw LinkedIn profiles into a structured, scored, and risk-assessed briefing. Before you see a candidate, we review them across six weighted dimensions.

Radar scores across Skills match, Seniority, Trajectory, Network, Stability and Prestige
Skill depth matrix: confirmed depth vs. listed-only — the distinction most ATS tools ignore
Hire risk profiling: job-hopping, counter-offer exposure, and career plateau detection
Pool quality score 0–100 benchmarked against available market signals
Request a sample briefing → Full feature overview ↗
GitHub Contribution Analysis
distributed-cache Go · 847 commits
PRs merged: 312
Reviews given: 198
Issues closed: 94
grpc-middleware Go · 241 commits
PRs merged: 87
Stars: 1.2k
ml-feature-store Python · 54 commits
Engineering signal score 94 / 100
New AI-powered 02 / GitHub Analyzer

Verify what they actually built — not what they claimed.

GitHub Analyzer parses public repositories and contribution history to produce an objective engineering signal score. It distinguishes weekend projects from production-grade contributions — so you interview for depth, not keywords.

Commit quality, PR velocity, code review culture, and open-source impact — all scored
Language depth mapped against your JD requirements with confirmed vs. incidental usage
Flags candidates who list a skill but have zero public commits in that language
Production system indicators: CI/CD usage, test coverage, issue response time
Request a GitHub-screened shortlist →
03
🛡
Hire Risk Profiler
A composite risk score combining job-hopping frequency, counter-offer exposure, recency of last move, and role-switch patterns — sorted worst-first before submission.
Counter-offer
HIGH
Job-hopping
MOD
Tenure
LOW
Risk scoring Pre-submission
04
📈
Career Momentum Engine
8 years of experience doesn't mean 8 years of growth. We detect whether a candidate is accelerating, plateauing, or in decline — based on scope changes, promotions, and title progression.
↑ Accelerating trajectory
Trajectory scoring Scope analysis
05
✦
Pool Quality Score
A single 0–100 score benchmarked against live market data. When a client asks "is this a strong shortlist?" — you get a number, not a feeling.
84
Pool quality · Top 12% of market
WeakAvg 67Elite
Market benchmark Client briefing
06
📋
AI Client Briefing Generator
One click produces a professionally-worded, data-backed candidate briefing ready to send to your hiring panel. Covers green flags, watch points, cultural fit signals, and compensation expectations. Reduces your interview prep from hours to minutes.
Auto-generated Green flags Watch points Comp guidance Interview prep
07
🧪
Technical Pre-Screen (Async)
Every candidate completes a 60-minute async technical assessment tailored to your exact stack before they reach your calendar. Scored, reviewed, and summarised by our technical team — so your engineers interview for depth, not basics.
Stack-specific Async · 60min Human reviewed Score + summary
How we hire

No CVs forwarded. Candidates prepared.

Every placement goes through the same structured process — from sourcing to signed offer. No shortcuts.

01
Brief intake & JD analysis
We map your role against real market availability — which skills exist in your location, what compensation is required, typical notice periods.
48hr turnaround
02
Targeted sourcing
LinkedIn Intelligence plus our recruiter network across Southeast Asia. We source, you do not have to wait for applicants.
Days 2–5
03
Technical pre-screening
Every candidate completes a structured technical screen relevant to your stack. Skill depth confirmed before you spend an hour interviewing.
Async · 60min
04
Shortlist + briefing delivered
3–5 vetted candidates with full analytical briefings. Radar scores, skill matrices, career momentum, hire risk — all inside your portal.
Days 7–14
Mandate · VP Engineering · HCMC live
Sourced (18)
Tran Van A.
Sr. Eng · Grab
Nguyen H.
Staff · VNPay
Le Minh T.
Lead · Momo
Screened (9)
Pham Duc N.
Eng Mgr · Sea
88 match
Do Thi L.
Sr Staff · Lazada
84 match
Shortlist (4)
Vo Thi M.
Dir Eng · Tiki
96 match
Bui Van T.
VP · Zalopay
91 match
Interview (2)
Vo Thi M.
Round 3 ✓
Offer stage
Day 11 of mandate Pool quality: 91/100
Technical specialisms

We speak your stack.

Our recruiters are technically literate. As an engineering recruitment agency, we don't just search for keywords — we understand the difference between someone who listed Kubernetes and someone who built production clusters.

01
⚙️
Backend & Systems
Microservices architects, high-throughput API engineers, and distributed systems specialists for product, fintech, marketplace, and SaaS teams.
GoRust JavaPython Node.js
02
☁️
DevOps & Platform
Infrastructure engineers, SREs, and platform leads who've scaled clusters from zero to hundreds of nodes. Rare profiles that require a sourcing approach, not a job post.
KubernetesTerraform AWSGCP ArgoCD
03
🧠
ML / AI Engineering
Not only data scientists. Engineers who build and productionise ML systems, including feature pipelines, model serving, and online inference.
PyTorchRay MLflowTriton dbt
04
🎯
Frontend & Mobile
Principled engineers who care about performance, accessibility, and design systems — not just shipping pixels. React, Vue, and native iOS/Android leads.
ReactVue SwiftKotlin TypeScript
05
🔐
Security Engineering
AppSec, cloud security, and penetration testing professionals. Mandatory in fintech and healthcare; increasingly required at growth-stage SaaS companies.
AppSecSAST/DAST Cloud SecOWASP
06
📐
Technical Leadership
Engineering managers, directors, VPs, and CTOs for Series A–D companies. We run executive search for technical leaders who can both code and build teams.
EMDirector Eng VP EngCTO
Anonymized proof

Built for technical credibility.

"

A fintech engineering team needed senior backend candidates who could discuss distributed systems, gRPC, and production tradeoffs before the first interview. The shortlist included technical briefings so the panel could focus on depth instead of basic validation.

FT
Anonymized client example
Fintech engineering team · Southeast Asia
3-5
vetted profiles typically sent for focused shortlists
7-14d
typical first shortlist window after intake
"

For a platform engineering search, the screening notes separated hands-on Kubernetes operators from candidates who only listed cloud keywords. That distinction changed who the hiring team prioritized.

PL
Anonymized client example
Platform engineering mandate
"

For an ML engineering role, the shortlist focused on candidates who had shipped model serving and feature pipeline work, not only notebook-based experimentation.

ML
Anonymized client example
ML engineering search
Hiring channel comparison

9cv9 vs common tech hiring options.

Different hiring channels solve different problems. This comparison explains when 9cv9 is a better fit than job boards, generalist recruiters, or fully in-house sourcing for engineering recruitment.

9cv9 vs job boards

Job boards create applicant volume. 9cv9 creates a screened shortlist.

Job boards can work when many qualified candidates are actively applying. For senior software engineer recruitment, DevOps recruitment, and AI engineer recruitment, the strongest candidates are often passive and need direct sourcing.

9cv9 sources candidates instead of waiting for applicants.
Profiles are screened for role fit, technical depth, and hire risk before submission.
Hiring teams receive candidate context, not only CV attachments.
9cv9 vs generalist recruiters

Generalist recruiters match keywords. 9cv9 reviews technical evidence.

Generalist recruiters may cover many functions well, but technical hiring needs sharper judgment around stack depth, seniority, systems exposure, and engineering tradeoffs.

9cv9 evaluates role-specific signals for engineering recruitment mandates.
Shortlists can include LinkedIn Intelligence, GitHub evidence, CV review, and sample candidate reports.
Technical screening notes help interview panels focus on depth instead of basic validation.
9cv9 vs in-house sourcing

In-house teams know the company. 9cv9 adds market reach and screening capacity.

In-house sourcing is valuable when the talent team has enough bandwidth and market coverage. 9cv9 supports teams when searches need extra sourcing capacity, regional access, or faster evidence-backed shortlists.

9cv9 can expand reach across Vietnam, Singapore, Malaysia, Thailand, and Southeast Asia.
Recruiters can handle sourcing and first-pass screening before your team spends interview time.
The hiring brief form and sample report show what information is packaged for decision makers.
Sample candidate report

See what a technical shortlist briefing looks like.

Download a sample 9cv9 candidate report to preview how we package technical screening evidence, fit notes, role context, and recruiter recommendations before a candidate reaches your interview panel.

Candidate summary and role-fit notes
Technical screening signals and stack context
Recruiter recommendation framing
Sample report format for hiring teams
Download sample report →
PDF sample 5 pages
9cv9 Candidate Report

Sample document. Do not include sensitive hiring data when sharing candidate materials externally.

Send a hiring brief

Tell us what kind of engineer you need next.

This static form opens an email draft to 9cv9. Include only the hiring details you are comfortable sending by email.

Recipient: [email protected]
Form submissions are not stored on this website.

Opens your email app before sending.
Buyer questions

Tech hiring FAQ.

Clear answers for companies comparing technical recruiters, engineering recruitment agency options, IT recruitment Vietnam partners, and software engineer hiring support across Southeast Asia.

How do I hire software engineers in Vietnam?

Start with a clear hiring brief covering role scope, technical stack, seniority, location or remote requirements, compensation range, interview process, and timeline. For IT recruitment Vietnam and software engineer recruitment searches, 9cv9 uses that brief to map the Vietnam engineering market, source relevant candidates, screen for technical depth, and deliver a focused shortlist with candidate briefings.

What technical roles does 9cv9 recruit for?

9cv9 recruits for backend engineering, frontend engineering, mobile engineering, DevOps, site reliability engineering, platform engineering, cloud architecture, data engineering, machine learning and AI engineering, security engineering, engineering management, VP Engineering, and CTO roles. The service covers DevOps recruitment, AI engineer recruitment, and technical leadership searches.

How does technical screening work?

Technical screening combines profile analysis, stack matching, work-history review, recruiter qualification, and role-specific technical validation. As an engineering recruitment agency, 9cv9 can add async technical screens or portfolio reviews before candidates are submitted, so hiring teams receive evidence about skill depth rather than only CV keywords.

How long does a tech hiring shortlist take?

For many focused technical roles, 9cv9 aims to deliver an initial shortlist within 7 to 14 days after the hiring brief is confirmed. Timing depends on role seniority, compensation, location, notice periods, interview requirements, and how narrow the technical stack is. This technical hiring Southeast Asia process is designed for employers that need evidence-backed shortlists.

Start a search

Your next senior engineer
is not on a job board.

The best technical talent is sourced, not applied. Send us your brief and we'll respond within 24 hours with an honest market assessment — whether you engage us or not.

Submit a hiring brief → Talk to a technical recruiter

[email protected] · HCMC · SGP · KUL · BKK