We recruit network engineers screened on networks that stayed fast, secure, and up: core routing and switching, wireless, and everything between, permanent or contract.
Why STACK IT
Most agencies optimize for volume. We optimize for the one hire who’s right, vetted by people who understand the work.
We screen for how a candidate designs, secures, and troubleshoots a network under pressure, not how many acronyms they can recite. No one reaches you without two of our recruiters signing off.
Fake profiles, proxy interviews, and AI-assisted answers are everywhere in tech hiring. We meet each candidate face-to-face on video and screen for AI patterns, so who you interview is who shows up.
Your network topology often lives in one or two people’s heads. We align trajectory, growth, and total comp so your hire stays and that knowledge doesn’t walk out the door.
Success-based and non-exclusive, no upfront fees, no retainers. We invoice on your hire’s first day, not before.
The payoff
Hiring well costs less than you think, and a strong hire changes far more than the work in front of them.
Consistent performance under load.
Right-sized routing, switching, and QoS keep traffic flowing.
Problems found and fixed fast.
Good monitoring and design make the fault obvious.
Segmented, defensible infrastructure.
Firewalls, segmentation, and zero-trust shrink the attack surface.
New locations come online fast.
Repeatable design and automation cut the lead time.
Connectivity people stop noticing.
Solid wireless and remote-access design end the tickets.
How we screen
We screen for how network engineers actually think. Every shortlist is judged against the same five criteria that predict whether someone delivers in your codebase.
Deep command of L2/L3 (OSPF, BGP, VLANs, spanning tree) and how to design a network that stays fast and resilient.
Firewalls, segmentation, and access control built in from the start, not bolted on after an incident.
Isolates a fault across the stack methodically when everything is on fire, instead of rebooting and hoping.
Instruments the network so capacity and faults are visible before users feel them.
Scripts the repetitive work and keeps topology and configs documented so the next person isn’t lost.
Proof it works
Discover what changed once the right hire joined our clients’ team.
A multi-site SaaS company was living with recurring brownouts and finger-pointing between vendors. The engineer we placed redesigned the core and added real monitoring, holding 99.99% uptime across four sites for the year.
Cut mean time to resolve network incidents at a fintech by 70% with proper segmentation and observability.
Turned a healthcare provider’s six-week site build into a repeatable two-week rollout with templated configs and automation.
Real technical screening, a calibrated shortlist in days, and candidates vetted for fit, not just resumes. Let’s start your search.
Specializations
Whatever your team runs on, we screen for the people who do the work right.
Resilient L2/L3 design that stays fast as traffic grows.
Segmentation and access control that shrink the attack surface.
Wi-Fi and remote access that people stop complaining about.
Visibility into traffic, latency, and faults before users feel them.
Connectivity that spans data center, cloud, and branch as one fabric.
Config and changes pushed as code, not typed switch by switch.
The cost of waiting
An empty seat doesn’t delay work, it redistributes it. The longer the search drags, the more it costs.
Every week a role stays open, the cost lands on the team you already have.
Speed isn’t a nice-to-have. It’s the difference between a gap and a setback.
Time to fill this role
How you hire
Two models, one standard of quality. Bring on the network engineers you need the way that fits your timeline and budget.
Permanent
Best when you’re building the team for the long term.
Contract
Best when you need delivery capacity now, without adding headcount.
Not sure which fits? Compare permanent vs. contract
FAQ
The questions teams usually ask before starting a search with us.
We look for networks that recover cleanly, not just configs that work on a good day. We walk through networks a candidate has designed, probe segmentation, redundancy, how they made a network audit-ready, and how they recovered from a real routing or outage problem. Explaining those decisions tells us whether the resilience is designed or lucky. The search runs through our IT infrastructure recruitment desk, alongside help desk specialist and cloud engineer roles.
Design ownership. A senior owns segmentation, recovery, and audit-readiness across the network, while a more junior engineer maintains existing infrastructure. We calibrate the shortlist to the level you need.
Build-outs, migrations, and audits often fit contract, while ongoing network ownership is usually permanent. We steer you to the right model.
You will typically see a first vetted candidate within 24 to 48 hours and a calibrated shortlist within about five business days.
Permanent hires are success-based: you pay only when someone starts, with no upfront fee, backed by our 90-day guarantee. Contract runs on a transparent hourly rate. We will walk you through the specifics on an intro call.
Name the specialization first: core routing and switching, wireless design, or network security are adjacent careers rather than one job, and the wrong lean shows up as a slow hire and a slower network. Then screen on ownership: an outage they diagnosed end to end, or a design they built and lived with. If the role keeps drifting toward firewalls and threat response, you are edging into cybersecurity engineer territory, and it pays to decide before the search starts.
The title splits the band: network administrators who run what exists sit below network engineers who design and build it, and specialization moves the number further, network security engineers price at a clear premium, wireless design pays for scarcity, and cloud-network hybrid roles clear the band. Toronto pays toward the top, and expert-level certification (CCIE and equivalents) is one of the few credentials that moves compensation by itself. Full bands by seniority and city are in our 2026 Canadian Tech Salary Guide.
Still have a question? Talk to a recruiter
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Every search keeps your hiring audit-ready in Ontario.
Start a search
Share the role and we’ll reply within one business day with a calibrated shortlist of three to five network engineers, screened for your stack and your team.
