Fut-Ure

Recruiting technical staff across Europe from a Spanish base

Fut-Ure is a recruitment and talent acquisition firm based in Spain, working across the European staffing market with a hub in Madrid and another in Barcelona. The company says it was set up to offer agile, cost-effective and high-quality hiring to employers that need technical people. It treats recruitment as a planning exercise rather than a single vacancy to fill, arguing that the speed and quality of hiring decide whether a company can deliver the projects it has committed to.

The firm describes its internal tools as a way of spotting shifts in the market before most recruiters do. In its account, that foresight gives both candidates and employers more practical value, because its consultants follow the whole hiring process from the first brief to the final offer and understand the stage at which each decision matters. It also describes its headhunting and executive search work for top technology talent as drawing on candidates from around the world, and says its clients recommend that service. Those are the firm's own claims and are presented here as such.

Software and digital roles it places

The firm lists a broad range of software and digital specialties, and the list is useful for seeing what kind of engineer it looks for. On the software side it places developers who build desktop applications in Java, C++, C, Perl and the .NET family, including C#, Visual Basic and the MVC and WPF frameworks. Mobile candidates are placed for Android development with the Android SDK, for iOS work in Objective-C and Swift, and for cross-platform builds in Flutter, Kotlin, Ionic, Xamarin and NativeScript. Game and three-dimensional work in Unity is also named.

Back-end and front-end roles are described separately. Back-end developers are matched to PHP frameworks such as Laravel, Symfony, Zend and CakePHP, to Node.js with Express, to Python with Django and Flask, to Ruby on Rails, Spring MVC and ASP.NET. Front-end roles cover HTML5, CSS, Angular, React, Vue, Ember and Backbone, with build tools such as Gulp and Grunt. The infrastructure side of the list covers agile coaches, scrum masters, project management offices, database administrators, QA testers, DevOps engineers, business analysts, system and software architects, and cloud engineers working on AWS, Azure and Google Cloud.

Senior and executive searches

The executive search practice covers the chief officer titles the firm names, from the chief technology officer and chief financial officer through the chief information, operating, compliance, knowledge, security, data and marketing officers. Searches of this kind are run on a retained basis, and the company says each one comes with a dedicated project manager and an extended candidate warranty, so that a placement that does not last can be replaced under the terms of the agreement.

Sales and marketing hires form a second family. These include business development, key account management, inbound and outbound sales, procurement, and commercial selling into IT hardware, software, SaaS and cloud businesses. The same practice is said to reach into industrial and consumer goods companies, where sales and buying skills carry over from one sector to another.

Embedded, project and checked hiring

Engineering recruitment is organised by sector. The firm names automotive, railway, telecommunications, civil and pharmaceutical engineers, and it presents this as a way of carrying technical hiring into industries that are not purely software. Its service models differ in how the work is run. In an embedded arrangement, recruiters sit inside the client's own team and work on its hiring alongside its staff. In a project arrangement, the firm takes on a defined set of roles at an agreed rate, covering both technical and non-technical positions.

Every candidate is put through background, reference and technical validation before an offer is discussed. For roles that need proof of skill, the firm says it designs bespoke technical assessments that test the abilities the job actually requires. Alongside the placements it offers HR consultancy, which covers planning the company's talent needs, shaping the hiring strategy and building the processes that let a growing business keep and motivate the staff it recruits. The firm presents this advisory work as part of helping clients prepare for growth, not as a separate product.