Sartre Group

Global Technology Recruitment Consultant at Sartre Group.

Sartre Group is an executive search firm that provides strategic recruitment solutions to companies across the United States, Europe, and Asia. Our core expertise lies in servicing some of the world’s most reputable companies in the Investment Industry, particularly those utilizing sophisticated quantitative methods, state-of-the-art machine learning, and data analysis techniques. 

Examples of roles we can help you with:
• Frontend, Backend, and Full-Stack Software Engineers 
• DevOps, Cloud and Site Reliability Engineers 
• AI & Machine Learning Engineers 
• Director/Head/VP of Engineering 
• Engineering Managers 
• QA & SDET Engineers
• Mobile Engineers

Our core expertise lies in servicing some of the world’s most reputable hedge funds, market makers, and Prop Trading firms, particularly those utilizing sophisticated quantitative methods, state-of-the-art machine learning, and data analysis techniques.
 
For over 10 years, Sartre Group has been working with market leaders in the low latency, derivative market making and systematic trading space, enabling growth through introducing in-demand talent at the intersection of trading and technology. Underpinned by a centralised and specialised research function, we utilise market intelligence to locate candidates across engineering, research and trading, and Portfolio Management.
 
Sartre Group has a successful track record of delivering recruitment solutions across a range of positions within front office functions Globally. Our team of Consultants are spread across London, NYC, and India and works with market leaders globally.

Global Technology Recruitment Consultant 

TDA Creative

Lead Tech Recruiter working in the USA Tech Team.

Types of roles:
Software Engineers, SDET, Solution Architects, Enterprise Architects, Domain Architects, Engineering Managers, IT Managers, DevOps Engineers, etc

TDA operates globally from offices in London and New York.

Lead Tech Recruitment Consultant

Senior Tech Recruiter working in the USA Tech Team.

Types of roles:
Software Engineers, SDET, Solution Architects, Enterprise Architects, Domain Architects, Engineering Managers, IT Managers, DevOps Engineers, etc

Senior Talent Manager

Managing and Leading the Delivery Team here at TDA.

I help organizations to grow their Engineering, Design, and Product teams at scale. 🚀

Types of roles:

Tech: Software Engineers, SDET, Solution Architects, Enterprise Architects, Domain Architects, Engineering Managers, IT Managers, DevOps Engineers, etc

Design: Heads of Design, Creative Designers, UX/UI, Product, Interaction Designers - UX/User Researchers, etc

Product: Product Owner, Product Analyst, Product Manager, Product Marketing Manager, Director Product Management, etc

Types of clients: Financial Services, FinTech, HealthTech, PropTech, Internet, E-commerce, Start-ups, etc.

Delivery Team Lead

Talent Manager at TDA.

Working various roles in the organization from Design, Product Management, Tech and Data.

Talent Manager

Etonwood Limited

Delivery focused Recruitment Consultant & Account Manager working with Tier-1 Investment Banks, Hedge Funds, Prop Trading firms, Asset Managers, FinTech and a range of specialist Vendors & Consultancy clients.

Specialising in placing candidates such as:

DevOps Engineers - AWS, GCP, Azure, CI/CD, Ansible, Terraform, Docker, etc
Network Engineers - CCNP, CCNA, CCIE certified.  
Developers - Java, FullStack, JavaScript, UI, AngularJS, ReactJS, etc
Architects - Technical, Solution and Enterprise

Tech Recruitment Consultant

Huxley

Huxley Banking and Finance, established in 1995, are a successful global recruitment company and are a specialist supplier of staff to Investment Banks, Hedge Funds, Insurance and other clients within the Finance Sector.

Primarily placing: 

DevOps Engineers, Java Developers, JavaScript Developers, NodeJs Developers, Python Developers, Big Data Engineers, Unix/Linux Engineers, Architects.

Recruitment Consultant

🚀 Global Tech & AI Recruitment Consultant | Empowering Exceptional Technologists to Achieve Greatness | Passionate about Cultivating World-Class Engineering and AI Teams 💡

I'm Chris Newlyn 👋 a passionate Technology & AI Recruitment Consultant specializing in connecting Top Software Engineering Talent across the USA, London and Europe. 🌍

As a career advocate, I genuinely enjoy helping individuals like you make their next exciting move professionally. 🚀

How can I be of service to you? 

Here are some ways:

▪️ Facilitate your next career move by finding the perfect opportunity for you.
▪️ Aid hiring managers in discovering the best candidates for their teams.
▪️ Provide support throughout the hiring process, from start to finish.
▪️ Assist in negotiating competitive salaries.
▪️ Offer valuable market insights to help you stay ahead.

What have I achieved in my career? Here are some highlights:

➡️ Successfully placed Engineering Managers, Software Engineers, JavaScript Engineers, Frontend Engineers, Mobile Engineers, React Native Engineers, QA Engineers, Architects, Product Managers, and Product Designers into positions they love.
➡️ Collaborated with esteemed international clients, facilitating placements in the USA, UK, and Europe.
➡️ Assisted candidates in achieving remarkable salary increases, some as high as 100%.

I am dedicated to creating win-win-win situations for all parties involved. Mutual success is what drives me.

Connect or follow me on LinkedIn to stay updated with daily content and gain insights into the world of recruitment. 

Discover my YouTube content:

🎥 YouTube: "What do hiring managers look for in product management candidates?" with Nazuk Jain and Gary Charles
Link: https://www.youtube.com/watch?v=E1zor-sARYw&t=2089s

"I'm sorry, you didn't get the job."
 I hated saying it.
 But I had to, and here’s why.


As a recruiter, I see both sides of the hiring process, wins and losses.

I love helping people land great roles.

But the truth? Most interviews don’t end in a job offer.

Not because you weren’t good enough.

But because hiring is like solving a puzzle, every piece needs to fit.

The right role, salary, location, visa status, culture fit, team alignment, timing…

One small mismatch can be the difference between an offer and a rejection.

So if you didn’t get the job, it doesn’t mean you won’t ever.

I've seen candidates turned down, only to be remembered months later for an even better role.

Being prepared, professional, and leaving a strong impression always pays off.

So keep going. You either win or you learn.

Managers, have you ever hired someone who interviewed with you months ago but stuck in your mind?

Chris Newlyn

Helping Tech Leaders Build Elite Engineering Teams Globally | Specialist in Prop Trading, Buy-Side, FinTech & AI Recruitment

They already want to hire you.
That’s why they called.
The interview isn’t a test, it’s a conversation.

Hiring managers don’t waste time on people they wouldn’t consider hiring.

You’ve already cleared the first hurdle, your skills and experience got you in the door.

Now, the real question: Can they see themselves working with you?

After conducting thousands of interviews, I’ve noticed a pattern.

Too many candidates focus only on selling their abilities and forget the most important part: connection.

✔ Use their name.
✔ Make eye contact.
✔ Be engaged.
✔ Smile.
✔ Ask thoughtful questions.

Hard skills land you the interview. Soft skills can win you the job.

And yes, before anyone says it, sometimes you can do everything right and still not get the job. That’s just reality. But the people who consistently stand out? 

They don’t just show up with the right answers, they show up as someone people want on their team.

What’s one small thing you’ve done in an interview that made a big difference?

Is there anyone else in the process?
Yes, but don’t worry about them.
Why?


Because you can’t control what others do. You can only control what you do.

There will always be competition. ALWAYS.

No matter how much you prepare for an interview, you might not get the job.

But that doesn’t mean it was a waste of time.

Today, I had to tell a candidate that someone else got the offer.

They wanted the role. But instead of frustration, they were grateful.
They gave it everything, made a strong impression, and built genuine connections.
The hiring manager thought they were exceptional.

They didn’t get the job, but they earned respect, expanded their network, and left the door open for future opportunities.

Managers: When you meet candidates like this, do you keep them in mind for next time?

Candidates: Interviewing is never wasted effort. You either win, or you learn.

Thoughts?

Right now, some companies think they can get by with fewer engineers, that AI will fill the gaps. 
And for some, that might be true. But for most? 
Not a chance.

It’ll get worse before it gets better.

Because here’s the reality:

-> There are only so many engineers who are actually keeping up with AI, LLMs, and the latest advancements, let alone getting hands-on time with it at work.

-> Managers don’t want you using AI to "cheat" in tech tests, but they do expect you to stay ahead of the curve.

-> Hiring has never been harder. It’s not just about skills anymore, it’s about who sells themselves best in the process.

-> And on top of all that, hiring managers are drowning in AI-generated résumés that tell them nothing about what a candidate has actually done.

So where does this leave job seekers? How does this get better?

Simple: The people who can prove their impact, who can show real results, real experience, and real problem-solving ability, will win. Every time.

Hiring is messy right now. 

But if you’re in the market, focus on how you communicate your value. 

Because that’s what makes the difference.

Is this what you're seeing also?

Some founders are offering MASSIVE referral fees: $60k, $30k, and even more to get top talent for their startups.
Sounds like a genius move, right?
It’s not. Here’s why.



Getting a name is one thing. Actually hiring them? That’s a whole different game.

This is like giving someone the best ingredients in the world and expecting them to cook a Michelin-star meal without a recipe.

Recruitment is tough. Hiring A-players is even tougher.

Even if a company gets a pile of referrals:
-> Who’s screening them?
-> How do they track it all?
-> What if multiple people refer the same candidate?
-> What if the candidate knows someone is getting $60k for introducing them?
-> Will they split the fee?
-> What if the candidate walks after a month?
-> Is the company ready to sell the role to them? Because top talent has options.

So many questions. So many ways this can go sideways.

That’s why recruiters exist:
-> We simplify the process.
-> We surface the right people.
-> We handle the tough conversations.
-> We close the best.

Fee. Job done.

Do you think these massive referral fees actually work?

AI 
Will Replace Headhunters 
in the Next Two Years…


Just kidding. That’s never going to happen.

Recruiters aren’t even on the list of jobs AI is coming for. And here’s why:

Companies don’t just need candidates. They need the right people.

The reality? While AI can scrape profiles and match keywords, it doesn’t:

-> Build relationships with A-players before they even hit the market
-> Assess culture fit beyond what’s on paper
-> Negotiate, influence, and close top talent before competitors swoop in
-> Streamline hiring to save businesses time and money

Headhunters don’t just fill roles, we make sure the best people land in the right places.

AI will support recruitment. But replace it? Not a chance.

What do you think, will AI ever fully take over hiring?

Most people don’t realize how much irrelevant job applications are ruining hiring.
Job searching sucks. 
But hiring? That’s just as bad.


Post a job ad, and you’ll get flooded with applications, 90% of them irrelevant. 

It wastes hiring managers’ time, drags the process out, and forces recruiters to sift through hundreds of people who were never right for the role.

That’s why most of the best recruiters don’t rely on job ads. Headhunting is faster, more efficient, and actually delivers the right people.

Instead of hoping the right candidate applies, we go straight to them.

So, if you’re looking for your next role, do yourself a favour:
-> Network with the right people
-> Optimize your LinkedIn profile so recruiters can find you
-> Make your CV match the job you actually want

Job searching is tough. Hiring is tougher. 

What’s the biggest frustration you’ve faced on either side of the process?

"Leetcode mostly. What would you recommend?"
I asked an engineer how they were preparing for their final-round interviews. 
Here’s what I actually recommended:

1️⃣ Work on systems design, even if it's not part of the interview. The way you think, explain trade-offs, and discuss technology will set you apart.
 How? Use ChatGPT: Set up a GPT that mimics a systems design interviewer and have real-time conversations as if it’s your mentor.

2️⃣ Get comfortable with STAR-style behavioral questions. Being clear and structured in your responses makes it easier for hiring managers to see your value.

3️⃣ Prepare good questions, at least 10. Show what you already know and build on it.
 How? ChatGPT again: Ask for must-ask questions, then tailor them in your own voice.

Candidates: Have you tried any of these? What’s worked best for you?

Hiring managers: You want a candidate who’s prepared, right?

Ever caught up with an old friend and accidentally changed their career?
I reconnected with someone after years, just for a casual chat.
Minutes in, we were deep into their job search struggles, and I knew I could help.


Despite years of experience, they were hitting a wall. Applications went unnoticed, and interviews felt like a constant uphill battle.

We took a deep dive into their resume and realized it wasn’t optimized for ATS. 

A few simple tweaks, using the right keywords, adjusting formatting, and tailoring it for each role, made a massive difference.

Then, we tackled interview prep. 

Strong technical knowledge? No problem. 

But answering concisely and with impact? That needed work. 

We ran AI-powered mock interviews, analyzed responses, and applied structured methods like STAR to refine their delivery.

The result? More interview invites. More confident conversations. A completely different job search experience.

Sometimes, small adjustments create impressive results.

So, if you’re job hunting, are you leveraging AI tools for interview prep? 
Or do you prefer traditional methods like mock interviews with friends?

"I only have one position to fill.
I need the perfect person.
I won’t settle for anything less." ~ Tech Leader.

That’s the reality. Every company has to be lean to survive.

No room for bloated teams. No space for bad hires.

Because hiring the wrong person? 

That’s the real cost:
➡️ Weeks (or months) spent searching, interviewing, and onboarding. Gone.
➡️ A new hire who’s supposed to make an impact… but you’re still waiting.
➡️ A misfit who drains morale, stalls projects, and forces you to start over.

Think recruitment fees are expensive? Try hiring the wrong person.

Worse? Bringing in B- or C-players who dilute your culture instead of elevating it.

This is why we (recruiters) exist.

Not to send CVs. But to save you time, money, and energy.

Have you ever hired the wrong person? What was the impact?

Need help making sure it doesn’t happen again? Let’s talk.

Have a job to get a job.
Ever notice how companies chase candidates who are already employed?
They’re willing to pay more, wait longer, and negotiate harder for talent that seems "in demand."

Why?

Because people want what they can’t have.

So, how do you make this work for you?
-> Build a strong personal brand.
-> Show your value, before you need a new job.
-> Cultivate a network of people who vouch for you.

Desperation is visible. Confidence is magnetic.

Want to be the one getting offers instead of chasing them? Start positioning yourself today.

Agree?

"I made the wrong choice. Twice."
I knew what they were going to say.
They can’t afford to get it wrong a third time. Here’s why



They were honest with me.
They had left their last job full of hope 4 years ago, convinced they were stepping into something better.

But a few months in? The cracks started to show.
So, they searched again. 

Found (what they thought was) a great offer!
But a year later...Mass Layoffs. Not for them, thankfully, but for others.

With a dire culture, they searched again, but nothing came from it. So they stayed put.

Now, three years in, they’re stagnating. No growth. No new tech. Overworked. Team gutted.

This is tough.
Not as tough as unemployment, maybe. 

But every interview is a dead end.

Seniority and salary expectations, while completely reasonable, are still hard to meet.

The flexibility they need for their family? A must-have.

It’s happening everywhere. And it’s a problem.

I’ve been there too. New job, high hopes. Months later? It wasn’t right.
Back to square one.

The truth is, you only get a few shots to shape your career the way you want.

And right now, it’s harder than ever to find a place worth staying at.

Most orgs? No training. No development. No long-term vision for their people.

You do the job, then a few years later, you move on.

That’s the reality.

I have thoughts on how this could be fixed. Maybe I’ll share them soon.

For now, is this your reality?

“What if I’m not good enough?”

That’s what she said to me today.

She’s joining a new team. A great opportunity. But imposter syndrome is creeping in.

“I don’t know if I’ll have influence.”
“There’s already a strong team in place.”
“What if I don’t meet expectations?”

The truth is that she is good enough. That’s why she was chosen.

We all have doubts. But the hiring manager saw her potential. They trust she’ll thrive.

Sometimes, someone else’s belief in us is what we need, until we fully believe in ourselves.

I see it all the time. Fast-growing, high-revenue companies hiring for impact. They don’t just want the best on paper. They want those who will grow into something even greater.

But that growth only happens when we push past self-doubt.

Ever felt this way? How do you overcome it?

Taplio

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