For employers hiring technology talent
Tell us the role, the stack and the team it joins. We screen for technical fit and communication, then send a short list with written notes instead of a pile of resumes. You keep the hiring decision; we keep the pipeline moving and the feedback loop honest.
- Intake conversation with the hiring manager, not a form
- Role-relevant technical assessment for every candidate
- Written screening notes on strengths, gaps and communication
- Interview scheduling, feedback collection and offer coordination
- Onboarding follow-through after the start date
For candidates building an IT career
If you are early in your career, changing stacks, or between contracts, we can help you get interview-ready and connect you with roles that match your skills and work authorization. That includes general career and documentation guidance for CPT, OPT and H-1B candidates — general information only, not legal or immigration advice.
- Instructor-led training tracks with hands-on labs and a capstone
- Resume, portfolio and LinkedIn review
- Mock technical, system-design and behavioral interviews
- Role search support across contract and full-time openings
Roles we recruit for
- Software engineering — full-stack, backend and frontend
- Cloud and platform engineering — AWS, Azure, GCP
- Data engineering, analytics and BI
- DevOps, SRE and automation
- QA and test automation
- Cybersecurity and identity
- Enterprise platforms — SAP and Salesforce
Engagement models
- Contract: defined-scope work for project demand, capacity spikes and specialized skills.
- Contract-to-hire: a working trial period before a permanent conversion, so both sides can validate fit.
- Direct hire: permanent placement with the employer from day one.
How our staffing process works
- Intake. We learn the role, stack, team and the must-haves versus nice-to-haves.
- Sourcing. We work our own pipeline and the broader market for candidates who match the profile.
- Screening. Resume review, technical assessment and a behavioral conversation before anyone is submitted.
- Submission. A short list with notes, so you can decide quickly who is worth interviewing.
- Interviews. We coordinate scheduling and gather structured feedback after each round.
- Onboarding. Paperwork, start date and check-ins during the first weeks on the job.
Timelines depend on the role, the market and your interview capacity. We do not promise offers, hire dates or outcomes — we report progress honestly and adjust the search when the signal says to.
Our Hoffman Estates office
ZunAIrah's Tech Solutions
5400 Prairie Stone Parkway, Office No. 141
Hoffman Estates, IL 60192
Phone: +1 (415) 605-8025
Email: support@zunairahstech.com
Frequently asked questions
Where is your Hoffman Estates office?
5400 Prairie Stone Parkway, Office No. 141, Hoffman Estates, IL 60192 — in the Prairie Stone business park. Call +1 (415) 605-8025 or email support@zunairahstech.com to arrange a time to talk.
What technology roles do you recruit for?
Software engineering, cloud and platform engineering, data engineering and analytics, DevOps and SRE, QA and test automation, cybersecurity, and enterprise platforms such as SAP and Salesforce.
Which engagement models do you support?
Contract, contract-to-hire and direct-hire engagements, including W2, C2C and C2H arrangements depending on the role and the candidate.
How do you screen candidates before a submission?
A resume review, a technical assessment relevant to the role, and a behavioral conversation. You receive a short list with written notes on strengths, gaps and communication style.
Do you help candidates as well as employers?
Yes. Candidates get instructor-led training options, resume and portfolio review, mock interviews, and general career and documentation guidance — not legal or immigration advice.
Do you guarantee a placement or a hire?
No. Hiring decisions belong to the employer and the candidate. We commit to honest matching, careful screening and clear communication on both sides.