Every B2B recruitment service looks the same on its homepage: "expert talent", "tailored profiles", "speed". To actually choose, you need objective criteria, not promises. Here are the five that really matter when you're hiring SaaS profiles.
1. Specialisation in your stack
A generalist recruiter offers you "developers". A specialised recruiter offers you React, Node.js, TypeScript profiles already at home in your environment. For a SaaS company, that difference is decisive: a developer already fluent in your stack is productive within days, whereas an approximate profile costs weeks of ramp-up.
Question to ask: "Which technologies are your profiles genuinely specialised in?" Be wary of answers that list twenty technologies.
2. Real seniority
The word "senior" isn't regulated. Some providers use it for profiles with three years of experience. Yet a true senior self-organises, makes architecture decisions, and doesn't tie up one of your managers full-time — which changes the entire economics of the collaboration.
Question to ask: "Can I see the developer's real track record and talk to them before deciding?"
3. Lead time to availability
A permanent recruiter takes months. A staff augmentation service with available profiles takes days to two weeks. If speed matters to you, that's an immediate sorting criterion.
Question to ask: "How quickly can a profile actually start?"
4. The pricing model
This is often where the bad surprises hide. Compare:
- Clear monthly flat fee — you know exactly what you pay.
- Placement commission — a percentage of salary, sometimes high, on top.
- Hidden fees — setup, replacement, termination charges.
A transparent, predictable model beats a low headline rate followed by add-ons.
Question to ask: "What's the total, all-in cost per month?"
5. The option to test before committing
This is the criterion that protects you most. A provider confident in its profiles will let you test on real tasks before a long commitment. A short paid trial, credited afterwards, aligns interests: the provider is paid, and you only commit if the work suits you.
Question to ask: "Can I start with a short trial before any longer commitment?"
What about security?
For profiles that will access your code, add a sixth filter: equipment provided by the vendor, an NDA signed before any access, and a secure working environment. These are simple guarantees to ask for, and their absence is a warning sign.
In summary
| Criterion | Good sign |
|---|---|
| Specialisation | Specific stack, not a list of 20 techs |
| Seniority | Verifiable track record, direct conversation possible |
| Lead time | Days to two weeks |
| Pricing | Clear, all-in flat fee |
| Trial | Test possible on real tasks |
| Security | NDA + equipment provided + controlled access |
MG Talents positions itself precisely on these criteria: React / Node.js / PostgreSQL specialisation, senior developers with verifiable track records, fast availability, a clear monthly flat fee (around €4,000 all-in), and a two-week trial credited toward the first month — NDA and equipment included.