When it comes to filling technology roles—from employees to consultants—we make it easy for you.

Our passion is to ensure you’re happy…even when your IT positions are complicated.

It has to do with the acute listening to understand what it is that we’re looking for.
“Clearmont has the uncanny ability to sort through candidates and deliver people who are of such high quality and strong experience, that they stand above and beyond any other vendor that I’ve ever worked with.

I don't know what it is about the screening process. I’m confident that it has to do with the acute listening to understand what it is that we’re looking for.”

-VP Web Experience

Employer Resources

Video Resources

Avoid the ‘Great Resume, Poor Fit’ Trap – What to Look for in Interviews

In this clip, hear from Pasquale Cirullo, a Vice President of IT as he shares his approach to determining cultural fit. He discusses how he asks candidates to walk through their resume, focusing on why they left previous roles and what drew them to new opportunities. This insight reveals their thought process and helps him assess whether they’re simply moving from one job to another or making intentional career choices.

The Secret to Successful Interviews

According to Sravan Muthiraj, VP Chief Product Owner, the secret to successful interviews isn’t just on the candidate—it’s about the hiring manager too. When managers prioritize curiosity and connection, they truly bring out the best in candidates.

An Interview Strategy for your Toolkit

In this clip, learn an innovative hiring strategy from VP Security Architecture/Engineering Manager, Rob Diamond. Discover how he assesses candidates’ adaptability by introducing unfamiliar concepts during interviews and evaluates their capacity to quickly apply it.

Articles

IT Staffing & Recruiting Services

We offer contract, contract-to-hire and direct hire staffing solutions.

Clearmont Technologies provides a careful and thorough assessment of your hiring needs and culture to help provide the right candidate.

  • C# .NET
  • Java/J2EE
  • C++
  • Software Architect
  • Web and Mobile App Development
  • UI/UX Designer/Developer
  • Full Stack Developer
  • Application Support
  • Cloud Architect/Engineer
  • Storage & Data Protection Architect/Engineer
  • Network Architect/Engineer/Admin
  • Unix/Linux/Windows Engineer/Admin
  • Service Desk Support
  • Desktop Support
  • Mobile Device Support
  • Deployment Specialist
  • Service Desk Manager
  • ITSM Specialist
  • DevOps Engineer
  • IT Business Analyst
  • Product Manager
  • Business Process Analyst
  • Business Systems Analyst
  • Data Analyst
  • Usability/UX Analyst/Architect/Strategist
  • IT Project Management
  • Digital Project Management
  • Program Management
  • Portfolio Management
  • Product Management
  • Scrum Master
  • Database Developer/Admin
  • ETL Developer
  • Data Scientist
  • Data Architect
  • BI Developer
  • Data Analyst
  • Manual Tester
  • Automated Tester
  • Performance and Load Tester
  • UAT
  • QA Management
  • Chief Information Security Officer
  • Information Security Architect
  • Application Security Engineer
  • Network Security Engineer
  • Cyber Security Specialist
  • CIO/CTO
  • Vice President of IT
  • Director of IT
  • IT Transformation
  • IT Risk, Audit & Compliance
  • Talent Acquisition & Management
  • Contract Recruitment

At Clearmont Technologies, when we engage with your company through a retained or exclusive contingent search, we offer you a seamless process:

— Step 1 —

Define & Build

Gain an understanding of your company culture and keys-to-success through interviews, then create a customized search plan.

— Step 2 —

Identify Candidates

Target potential candidates through research, candidate lists, direct sourcing and regular feedback.

— Step 3 —

Pre-Screen & Qualify

Determine suitability through phone calls, then select candidates for an in-depth internal interview.

— Step 4 —

Interview & Assess

Use internal, in-depth interviews to focus on previous successes, suitability and preliminary reference checks.

— Step 5 —

Present Candidates

Submit short-list of candidates to client along with all necessary information including resume and assessments.

— Step 6 —

Interview & Select

Facilitate candidate interviews, then gather feedback, verify credentials, present offer and facilitate negotiations.

— Step 7 —

Successful Transition

Guide resignation for successful candidate, follow-up to ensure smooth transition, and provide feedback to unsuccessful candidates.

Explore Success Stories

Discover how we’ve connected top IT talent with leading companies.

Client Experiences

She’s fast, thorough, gets us the right candidates.
“I have been working with Jodi for over 15 years. At Merrill Lynch, at Pfizer, at World Finer Foods and recently at Genpro. She is fast, thorough, gets us the right candidates and is very kind and a pleasure to work with.

Do you think I’d recommend her ? You bet I would.”

-Juliette W. Samson, CIO

Jodi’s honesty and transparency are what really stands out above the others.
“I’ve been working with Jodi since 2018 and have found her to be a valuable, trusted advisor in our hiring process. She knows my management style, the company and can identify qualified candidates who would be a good fit. Anyone she presents is worth at least 30 minutes of my time. More importantly, her honesty and transparency are what really stands out above the others. We’ve built the type of relationship where even when you run into a challenge, it doesn’t challenge the relationship.

She checks in with the consultants for the entirety of the contract, so we are in regular communication. You can always speak to her directly. She is always available, has a good gut and never wastes my time. Jodi and her company stand out and I will always work with her. What makes her unique is the way she manages her relationships. You just can’t replicate that.”

-Director Business Systems Analysis

It has to do with the acute listening to understand what it is that we’re looking for.
“Clearmont has the uncanny ability to sort through candidates and deliver people who are of such high quality and strong experience, that they stand above and beyond any other vendor that I’ve ever worked with.

I don’t know what it is about the screening process. I’m confident that it has to do with the acute listening to understand what it is that we’re looking for.”

-VP Web Experience

It’s how to interview us to find out what we really need
“There is a difference working with Jodi. I think the experience talks. When she interviews me to find resources, it’s a different interview. She knows what she’s talking about. She asks the right questions. She analyzes it fast. She gives us resources that are very close to what we’re looking for. It’s experience, it’s knowing what to ask. It’s how to interview us to find out what we really need.

There’s another thing too, it’s the history. She has experience with our company, it’s not just anywhere. It’s like everybody knows, Jodi. I think that familiarity is good, not only for us, but even for her. She knows the ins and outs of our department.”

-Director Help Desk Services

Even when she’s thrown a curve ball, with a tough spot, across the country, she has come through.
“Jodi Mayer is that valuable recruiter we all hope to find. After working with Jodi for a number of years, I have found her to be straightforward and reliable. She has successfully worked on a number of complicated IT vacancies. When other recruiters have given up on a difficult position, Jodi is still standing, persistently searching for the best skilled person for the job. Even when she’s thrown a curve ball, with a tough spot, across the country, she has come through.”

–A.J., Executive Director, Human Resources

Jodi found me people who were worth looking at.
“I’ve been working with Jodi for about two years now and she’s been wonderful! She’s helped me with some straightforward candidate searches as well as one search with very specific requirements for which I knew there wouldn’t be a lot of candidates for. While some recruiters I’ve worked with in the past would send me candidates who “sort of fit”, Jodi didn’t waste my time – she found out what I was flexible on and what I wasn’t – and found me people who were worth looking at. She knew time was my most sparse resource and was sure not to waste it by putting weak matches in front of me. I highly recommend her and her team!”

-Barbara Porter, Chief Technology Officer

Ready to experience the Clearmont difference?