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:
• Quantitative Developers & 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 

At TDA, I was key in scaling engineering, design, data, and product teams for organizations across the USA, UK, and Europe. My expertise lies in connecting exceptional talent with innovative companies and helping startups, FinTechs, and banks achieve their growth goals.

Key Achievements:
✅ Placed over 40 professionals in critical roles, including Engineering Managers, Founding Lead Engineers, Senior Designers, and Product Leaders.
✅ Advanced from Talent Manager to Lead Technology Recruiter, managing and mentoring team members.
✅ Built trusted relationships with clients across London, the USA, and Europe, supporting scaleups and established institutions.
✅ Conducted in-depth research on niche roles, fostering insightful conversations with stakeholders and candidates.
✅ Delivered win-win hiring solutions by managing expectations, negotiations, and conflicts.

Responsibilities:
➡️ Talent Acquisition: Specialized in sourcing and placing engineering, design, and product talent, including Engineering Managers, Senior UX Designers, and Product Managers.
➡️ Team Leadership: Managed KPIs, recruitment pipelines, and team collaboration while coaching recruiters to achieve high performance.
➡️ Client Collaboration: Partnered with clients to develop tailored hiring strategies and guided throughout the recruitment process to ensure successful placements.

Role Progression:
-> Lead Tech Recruitment Consultant (Dec 2022 – Aug 2023): Led a team of two recruiters within the wider USA Tech team, providing mentorship and support. Operated in a 360 capacity, managing client accounts and fulfilling roles across engineering and product domains.
-> Senior Talent Manager (Jan 2022 – Dec 2022): USA Tech Team - Delivered customized solutions for engineering roles.
-> Delivery Team Lead (Sep 2021 – Jan 2022): Managed recruiters to scale Engineering, Design, Data, and Product teams.
-> Talent Manager (Dec 2019 – Sep 2021): Supported recruitment across Design, Product, Tech, and Data functions.

Lead Tech Recruitment Consultant

Etonwood Limited (prior to acquisition by Xcede Group)

Specialized in sourcing and placing top-tier tech talent for Tier-1 Investment Banks, Hedge Funds, Prop Trading Firms, Asset Managers, and FinTechs. Focused on delivering recruitment solutions for high-impact roles, leveraging a consultative approach to meet the needs of both clients and candidates.

Key Focus Areas:

Roles: DevOps Engineers (AWS, GCP, Azure), Network Engineers (CCNP, CCIE certified), Developers (Java, Full Stack, JavaScript), and Architects (Technical, Solution, Enterprise).
Clients: Partnered with leading financial institutions and niche consultancy vendors to fill critical positions.

Tech Recruitment Consultant

Huxley

Specialized in sourcing and placing tech talent for leading Investment Banks, Hedge Funds, and Insurance firms within the financial sector. Focused on delivering tailored recruitment solutions to meet the complex needs of high-profile clients.

Key Focus Areas:
Roles Placed: DevOps Engineers, Java Developers, JavaScript Developers, Python Developers, Big Data Engineers, Unix/Linux Engineers, and Architects.
Clients: Collaborated with global financial institutions to provide top-tier tech talent for critical roles.

Technology Recruitment Consultant

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

Hi 👋 I’m Chris, a global recruiter passionate about connecting top tech talent with career-defining opportunities.

For me, nothing is more rewarding than seeing the perfect match spark success, whether it’s an engineer landing their dream role or a company finding the hire that takes them to the next level.

Over the past seven years, I’ve helped build high-performing tech teams for organizations in the USA (including SF, NYC, Chicago, and Texas), the UK, Amsterdam, Spain, Germany, Singapore, and India.

From startups to Tier 1 firms, I specialize in solving hiring challenges for industries like PropTrading, Buy-Side, and FinTech. 

My approach isn’t just about filling roles. It’s about creating win-win solutions that drive growth and innovation.

If you’re a leader ready to build your dream team or an engineer looking for your next big step, let’s connect. 

DM me to discuss your goals, or follow me for insights on hiring trends, career growth, and the future of tech recruitment.

The right attitude can change everything in a job search.

Today I spoke with a SWE who’s been out of work for a couple of months.

He wasn’t a fit for my role, but I gave him a few bits of advice that could help.

What struck me wasn’t his CV – it was how he came across. Warm, kind, confident, credible.

When someone shows up like that, you want to help them. You remember them. It makes a huge difference.

When you’re interviewing, what quality do you notice most?

Chris Newlyn

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

I had a great candidate for a role, but their CV was 6 pages long.
No hiring manager is reading that.
We spent 30 minutes trimming it down to two pages, and it instantly looked 10x better. 
More focused, more likely to get the interview.

Here’s my rule of thumb:
-> Under 3 years’ experience? Keep it to 1 page.
-> 3+ years? 2 to 4 pages max - and only if the content’s strong.

Don’t waffle. Get to the point.

Managers - do you care about resume length, or just how easy it is to spot a good one?

why great candidates get rejected and never know why

Say you're applying for a Senior Software Engineer role. You’re smart, capable, and probably overqualified. But then… silence. Or worse, a polite rejection.

Here’s what often goes wrong:

-> You talk about where you want to be (tech lead, architect, manager) - not what they’re hiring for right now.
-> If they want someone coding all day, getting deep into system design, and shipping fast, they’ll pick the person who lights up talking about that. Not the one who says, “I’m really looking to move into management.”
-> Even if you could do the job, they’re hiring for what they need today.

So what should you do?

Ask questions. Clarify expectations. Figure out what they need - and show how you fit that.

You’ll do way better.

Managers – be honest. How often does this happen?
Candidates – has this happened to you?

You can be the perfect person for a job.
You can want it more than anyone else.
But if the right person never hears your story, you might never get a first interview.

On the flip side, hiring managers often think they know exactly who they want to hire. In my experience, they usually end up hiring someone different, and it only happens because a recruiter put the right person in front of them.

Job boards and cold outreach rarely create those moments.

The best engineers often aren’t looking. Their CVs aren’t written for algorithms. 

And the person you actually want to hire is rarely the one who clicks “apply.”

A good recruiter connects the dots. They get the right people seen. They save managers time and give candidates a real shot.

If you’re an engineering leader tired of sorting through noise, I can probably introduce you to the person you actually want to hire.

How did the Sr SWE search go?
5 offers rejected.
 2 counter-offers, 2 didn’t want the office days, 1 vanished.
Brutal.

After months of searching, they finally had someone join, and they’re great. But it didn’t need to be that hard.

A few of those hires used a recruiter. A few didn’t.

What they realised: managing expectations and comms between candidates and the business is hard.

This is where good recruiters save time - no pointless interviews with candidates who won’t commit, aren’t serious, or are just offer shopping. And we negotiate properly, so offers get accepted.

Seen this happen?

If you’re dealing with it right now… let’s talk.

Met with a potential new client today who said:
“We’ve been cleaning up our vendor list. At first, we thought having as many recruiters as possible meant more resumes. More options, right?... Right?”
Turns out, not really.

They were wasting hours interviewing the wrong people.

Recruiters chasing a quick buck, firing over CVs with no clue what the client actually needed.

This is why I’m picky about who we work with, and why our clients are picky too.

We don’t do volume.
No resume targets.
No shotgun approach.
If we don’t believe a candidate is worth your time, we don’t send them.

Because wasting a client’s time = wasting our own = killing our reputation.
Not worth it.

So when this client screened the hell out of us, we knew we were in.
They want quality. That’s what we do.

And now?
We’ll have fewer vendors in the mix, more influence, and better access to roles.
Everyone wins.

If you’re tired of reviewing irrelevant CVs and want proper quality control - let’s talk.

People who don’t ask questions in interviews usually don’t get the job.
It might sound unfair, but I see it all the time.
Asking good questions shows you care.

It shows you’re thinking.
It shows you actually want this job - not just any job.

Great candidates ask things like:
 -> What’s the team working on?
 -> What are the biggest challenges?
 -> Why is this role open?

Interviews are a game.
 And asking questions is one of the best ways to win.

Engineering leaders - do you notice this too?
 Would love to hear your thoughts.

"Half of entry-level white-collar jobs could disappear in the next few years."
That’s what Ben Mann, co-founder of Anthropic, said recently when asked about where AI is heading.

It’s not meant to scare anyone. But it is meant to be taken seriously.

AI is accelerating. Fast. And a lot of the jobs people start their careers with might not be around much longer. Ben mentioned up to 20% unemployment if we don’t start thinking about this now.

The part that stuck with me most was this idea that we can’t stop the progress, but we can steer it. That feels true.

For me, that means a few things:
-> Learning how to use these tools properly, not just being a spectator
-> Doubling down on skills that AI still struggles with, like judgment and communication
-> Staying curious and open to change instead of resisting it

I don’t think the future has to be bleak. But it will reward people and teams who are willing to adapt.

If you’re thinking about this too, I’d love to hear what you’re doing. Are you changing how you work, what you learn, or how you build teams?

P.S. This came from Ben’s conversation on Lenny’s Podcast. Worth a listen if you're interested in where AI might take us next.

Another recruiter posted that candidates using AI to create a resume is a bad thing, that it is obvious to recruiters and managers. Therefore, they are less likely to be selected for roles.

I think this is awful advice, and I mostly disagree. 

While it may be obvious to recruiters that someone used AI to help them with their resume, it's arguablly still better than someone winging writing their CV and hoping for the best.

Trying to get through the loopholes of an ATS system is so difficult these days, and to make sure people know you have all the relevant skills too.

Prompting AI tools and ChatGPT correctly is the way to make an incredible resume. Arguably better than trying to create it without any help.

If you have another human to check over your resume, its worthwhile, just to make sure it all makes sense.

What are your thoughts?

Have you used AI to help you with your resume and if so, have you found more success?

If a job is remote, it can be done anywhere.
And if it can be done anywhere, it’s only a matter of time before it’s done somewhere cheaper. That’s just how it goes.

In 2025, outsourcing isn’t a trend. It’s the default for a lot of companies. The tools are better, the talent is there, and language barriers aren’t what they used to be.

I’ve noticed:
-> The cheaper option doesn’t always stay cheap.
-> Demand grows, salaries rise, offer shopping kicks in.
-> Eventually it stops being about building a team - it becomes a bidding war.

Some companies are already pulling back. They tried outsourcing, didn’t get what they hoped for, and are now hiring local again. Some go hybrid. Some go fully in-office. Either way, they want more control.

And honestly?

Being in the office does build loyalty.
It does make people less likely to interview elsewhere.
And it does make it easier to spot problems early - before they become hiring gaps.

This isn’t me bashing remote work. It’s just the reality I see every day in hiring.

If you’re leading an engineering team right now, this stuff matters. Your best people are getting approached weekly. Retention is harder when there’s no connection beyond a Slack channel.

Remote’s not dead. But stability, trust, and visibility? That’s where the long game is.

Curious what others are seeing. Are you hiring differently now than you were 2 years ago?

Tbh, I think Duolingo's app is genius. Not sure if you've tried it?

I've been using Duolingo for as long as I can remember (mostly to learn spanish). It's super intuitive, easy to use, visually appealing, and you can now even learn maths and chess! 

If you havent tried it, it's so worth it.

I can see why their revenue is ~$1 Billion! :O

The language learning platform posted a 46% surge in subscription revenue and a 24% gain in monthly users.

People often think the hiring process starts when they meet the manager.
It doesn’t.

The first conversation with a recruiter is often the make-or-break moment. It’s where we decide whether you’re worth putting in front of the team.

In that chat, I’m asking myself:
-> Can you explain your experience without me pulling it out of you?
 -> Do you sound like you actually want this job, or just any job?
 -> Will the way you present yourself give my client confidence?

If the answer to those questions isn’t “yes,” you probably won’t be moving forward.

It’s not about being a gatekeeper. It’s about making sure the right people get through.

So don’t wing that first call.
Do your homework.
Be ready to talk about your skills and motivations.

Because sometimes, the first five minutes are all you get.

Want to stand out in that first call? Do these three things: prepare one sharp example of success, have a question ready, and keep your energy up.

Two years ago today, I joined Sartre Group.
It’s gone fast! But it also feels like a lifetime ago, considering how much has changed.

Since then:
-> I have a strong team around me who know about everything that goes on in the industry.
-> Placed people into some of the top trading firms, hedge funds, and fintechs globally
-> Worked with exceptional candidates across the UK, Europe, US, and APAC
-> Watched AI start to reshape how teams are built, almost everywhere

What I’ve seen:
-> People have to change how they work and what they focus on
-> New types of products, new roles, and a lot of roles disappearing
-> Hiring is getting both easier and harder
-> There’ll definitely be fewer jobs in future, but where there are jobs, the specialist ones will still pay well.

Will I still have a job in recruitment? Absolutely.

Hiring managers want people they trust to bring them the best and they'll pay a premium for it. That’s not changing.

Curious to hear from others: Where do you think the tech market is heading next?

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