They’re Filling Tech Roles in Just 72 Hours
How Two Ex-Recruiters Are Rewiring Tech Hiring From the Inside
Mark and James have been in tech recruiting for 25 years.
They’ve worked with major firms, built teams across Europe, and lived through every wave, from mainframes to machine learning.
But it wasn’t until this year that he finally went all-in on his own company: Agentix Global. Alongside his longtime co-founder James, they left the safety of big firms to build something leaner, faster, and way more human.
Their pitch?
No pipelines.
No excuses.
You get candidates in 72 hours.
“If we don’t find someone in 3 days, the problem is the job spec and not our network.”
It sounds bold. Unrealistic, even. But they’re doing it. And their approach is turning heads.
A recruiter duo 25 years in the making
Mark and James aren’t new partners. They’ve worked together for over a decade, from Computer People to Hayes to Acorn. They’ve billed millions, built specialist teams, and seen how slow and bloated hiring has become.
Their bond? It runs deep. Mark’s daughter thinks they’re brothers.
“He’s my work husband. We just get it. If one drops the tools, the other picks them up. No ego.”
Now they run Agentix like they ride bikes and DJ house sets: fast, loud, and a little rebellious.
The promise: 72 hours to talent
Here’s what Agentix does differently.
You give them a role and sign terms
You brief them with what matters
They find candidates in under 3 days
You interview within 48 hours
You move or you don’t
“We’ve placed in 2 hours. Other times it takes 72. But the bottleneck is never sourcing. It’s decision speed.”
They don’t sugarcoat things. If a candidate doesn’t exist, they’ll say it. If your expectations are unrealistic, they’ll tell you.
They focus on tech, AI, and data roles across the UK, UAE, and EU. And they don’t spread roles across 10 agencies. It’s one role, one team, one clear delivery.
Why hiring got so slow
Mark’s take is simple. Hiring is broken not because of lack of talent, but because of bloated process.
6 rounds of interviews
Ghosting candidates
Unclear ownership
Too many people involved
Decision-makers dragging their feet
Agentix runs lean. They do the first screen. They get technical input from the hiring manager upfront. They send unformatted CVs and personal notes. Real people, real conversations.
“We’re not an AI messaging bot. We’re two humans who have done this for 25 years. We’ll call your candidate at 7 a.m. while feeding our kids if we have to.”
Built on something deeper
You feel it when Mark talks. This isn’t just a job. It’s personal.
His six-year-old daughter is a cancer survivor. Stage 4 liver cancer at age two. Multiple surgeries. A year in a hospital bed.
Now? She snowboards, swims, paddleboards, and goes to school like a rocket.
“She’s my drive. Agentix was built with that energy. Try new things. Do them well. Move fast.”
That’s why the brand is loud. That’s why the team is lean. That’s why they care more about relationships than automation.
The real shift in tech hiring
We talked about where hiring is going.
Communication is more important than coding
Offices are coming back (but not full-time)
AI is eating admin, not creativity
Human connection matters more than ever
“We’ve placed top Blue Prism developers, then watched an LLM beat them in accuracy. But guess what? The AI couldn’t explain it to the client. That’s where humans win.”
Mark believes tech hiring is no longer about “who can code the best.” It’s about who can learn, explain, and work well with others.
My takeaway
Agentix is what recruiting should look like in 2025.
Real specialists, not volume hunters
Speed without shortcuts
Trust built through calls, not automations
A hiring experience candidates actually enjoy
Mark and James are proving you can work faster, better, and more human, even in an AI-dominated world.
“We’re not corporate. We’re platinum. We care.”
They might not be writing the next LLM, but they’re finding the people who will.
🎧 Full episode live now | The Founders Chat