New York just passed a milestone that changes how tech hiring works in the city. According to CBRE’s Scoring Tech Talent 2026 report, the New York Metro area now counts 394,300 tech workers, ahead of the San Francisco Bay Area’s 375,730. That is the first time New York has led on headcount in the report’s 13-year history.
A bigger talent pool hasn’t made hiring easier. Demand is shifting fast toward AI, data, and fintech skills, and most employers still struggle to fill specialized roles. Salary benchmarks in New York remain among the highest in the country.
This guide covers the ten IT staffing companies in New York we see most often in client shortlists. It explains who each one fits, what the engagement will cost, and which city rules your partner should already know.
TL;DR
New York now has the largest tech workforce in North America, and demand is tilting toward AI, data, and fintech skills. National firms like TEKsystems, Insight Global, and Kforce suit high-volume local hiring.
Specialists like Motion Recruitment suit startup product roles. Offshore partners like Supersourcing suit teams that need senior engineers without Manhattan salary bands.
Before signing with anyone, check that they understand NYC's salary-transparency and AI-hiring-audit rules.
What is an IT staffing company in New York?
An IT staffing company in New York sources, screens, and places technology professionals with NYC employers on contract, contract-to-hire, or permanent terms. These include developers, data engineers, and cloud and security specialists. The better firms also handle payroll, compliance with city hiring rules, and replacements if a hire doesn’t work out. That lets an employer scale a tech team without building a full recruiting function.
What’s actually changing in New York tech hiring in 2026
The headcount story is really a finance story. The finance, insurance, and real estate sector has been the standout driver of national tech employment growth since 2022, adding 90,530 tech jobs. New York is where much of that hiring lands. For buyers, a large share of the engineers you compete for are being recruited by banks, insurers, and trading firms that pay accordingly.
AI is reshaping the job descriptions themselves. CBRE found that New York added more than 20,000 AI jobs since mid-2025, and that nationally AI jobs accounted for 31% of tech-talent job listings in June, up from 11% in 2022. The New York Metro is No. 2 with nearly 68,000 AI-skilled workers, behind the Bay Area.
Headcount is not the same as overall quality, though. CBRE’s separate scorecard compares 50 large North American markets using 13 weighted measures, including workforce concentration, the talent pipeline, labor cost and R&D; San Francisco placed first and New York fourth. Labor cost is part of why New York ranks lower. That’s the gap offshore and hybrid staffing models exist to close.
The staffing industry itself is changing. SIA’s forecast predicts 1% growth in IT staffing in both 2026 and 2027 after three years of decline. It attributes the earlier slump to offshoring, AI-assisted coding, ongoing corrections from a post-pandemic hiring bubble and a continued transfer from IT staffing to IT solutions. In practice, clients now want fewer resumes and more accountability for outcomes.
The 10 IT staffing companies in New York worth shortlisting
| Firm | Best fit | Engagement models |
| Supersourcing | Offshore/hybrid engineering teams from India | Contract, contract-to-hire, RPO, GCC setup |
| TEKsystems | Enterprise IT and infrastructure at volume | Contract, permanent, managed services |
| Robert Half | Mid-market tech and IT management roles | Contract, permanent, project consulting |
| Insight Global | Fast, high-volume contract hiring | Contract, managed services |
| Kforce | Specialized tech and data roles in finance | Contract, permanent |
| Randstad | Large enterprises wanting one global vendor | Contract, permanent, RPO |
| Motion Recruitment | Startups and product companies | Contract, permanent |
| Apex Systems (Everforth) | Large-scale application and infra delivery | Contract, workforce solutions |
| CyberCoders (Everforth) | Permanent engineering hires | Permanent |
| Experis (ManpowerGroup) | Enterprise programs needing global reach | Contract, permanent, managed services |
1. Supersourcing: for offshore and hybrid engineering teams from India
Supersourcing helps New York startups and enterprises build engineering teams with pre-vetted talent based in India. Teams cover backend, frontend, mobile, cloud, data, AI/ML, and DevOps.
Clients usually come to us when a role would cost Manhattan salary bands locally, or when a local search has stalled for weeks. We run IT staffing services on contract and contract-to-hire terms. We also offer RPO services for companies hiring at volume and GCC setup services for companies building a permanent India center.
- Founded: 2020, Indore, India
- Engagement models: Offshore staffing, contract-to-hire, permanent remote hiring, RPO, GCC setup
- Industry focus: Fintech, SaaS, AI startups, enterprises
- What to know: Every placement carries a 7–10 day replacement guarantee. For New York teams, we plan a 3–4 hour daily overlap window. 9:00 a.m. Eastern is 6:30 p.m. in India during daylight time, so overlap is a scheduling decision you make on day one, not an afterthought.
2. TEKsystems: for enterprise IT at scale
TEKsystems is part of Allegis Group. It topped the list again in SIA’s 2026 ranking of the largest IT staffing firms in the United States. It is a common pick for New York banks and large enterprises running infrastructure, cloud, and multi-year transformation programs.
- Founded: 1983
- Engagement models: Contract staffing, permanent placement, managed services
- Industry focus: Financial services, enterprise, government
- What to know: Its strength is volume and breadth. Smaller companies may find the process built for enterprise procurement.
3. Robert Half: for mid-market tech and IT leadership roles
Robert Half’s technology practice places contract and full-time IT professionals across New York. It is strongest in software development, IT management, and data roles for mid-sized companies.
- Founded: 1948
- Engagement models: Contract, permanent, project consulting
- Industry focus: Mid-market and enterprise companies
- What to know: Its broad candidate pool and brand recognition work well for generalist roles. For niche AI or quant-adjacent engineering, ask about specialist recruiters.
4. Insight Global: for fast, high-volume contract hiring
Insight Global followed TEKsystems as the second-largest firm on SIA’s 2026 list. New York enterprises use it when they need many contractors quickly for application development, DevOps, or data work.
- Founded: 2001
- Engagement models: IT staffing, managed services
- Industry focus: Enterprise IT, healthcare, finance
- What to know: It is built for speed. Hold it to the same technical screening bar you’d apply to a slower search.
5. Kforce: for specialized tech roles in finance and consulting
Kforce was the third-largest firm this year in SIA’s ranking, up from sixth. Its focus on data, cloud, and digital transformation roles fits New York’s finance-heavy demand.
- Founded: 1962
- Engagement models: Contract, permanent
- Industry focus: Finance, technology, consulting
- What to know: It is a strong option for specialized, high-skill roles where domain knowledge matters as much as the tech stack.
6. Randstad: for enterprises that want one global vendor
Randstad serves New York through its technology staffing arm and offers enterprise RPO. It suits organizations that want one vendor covering several countries.
- Founded: 1960, Netherlands
- Engagement models: Contract, permanent, RPO
- Industry focus: Financial services, enterprise, manufacturing
- What to know: Its global processes are a plus for compliance. Confirm which team actually handles your New York requisitions.
7. Motion Recruitment: for startups and product companies
Motion Recruitment is a tech-specialist agency close to New York’s startup scene. It publishes an annual New York tech salary guide that many hiring managers use to benchmark offers.
- Founded: 1989
- Engagement models: Contract, permanent
- Industry focus: Startups, SaaS, product companies
- What to know: It aligns well with modern stacks and product engineering roles. It is less oriented toward large managed programs.
8. Apex Systems: for large-scale delivery with governance
Apex Systems now operates under Everforth. ASGN officially changed its name to Everforth on April 24, and Everforth serves as the parent brand for Apex Systems, Creative Circle, CyberCoders, ECS, GlideFast, TopBloc and Quinnox. Everforth placed fifth on SIA’s 2026 list.
- Founded: 1995
- Engagement models: IT staffing, workforce solutions
- Industry focus: Enterprise IT, government
- What to know: If you already work with CyberCoders or another Everforth brand, ask whether consolidated terms are available.
9. CyberCoders: for permanent engineering hires
CyberCoders, also an Everforth brand, focuses on permanent technology placements and uses a data-driven matching approach. It is a common choice for startups and mid-market companies filling software, AI, and engineering roles.
- Founded: 1999
- Engagement models: Permanent recruitment
- Industry focus: Startups, mid-market companies
- What to know: It is permanent-focused, so it’s less suited to short contract needs.
10. Experis (ManpowerGroup): for enterprise programs with global reach
Experis is ManpowerGroup’s IT staffing brand. It ranked fourth on SIA’s 2026 list. It publishes the quarterly Tech Talent Outlook cited above and supports enterprise IT staffing across New York and the wider US market.
- Founded: 1948 (ManpowerGroup)
- Engagement models: Contract, permanent, managed services
- Industry focus: Enterprise, finance, global delivery
- What to know: It combines global scale with US compliance experience and is useful when one program spans several countries.
What IT staffing actually costs in New York
Start with the local benchmark. Motion Recruitment’s 2026 guide puts the average base level salary for all New York City tech workers at $162,038. That is base pay only. The real cost of a full-time hire also includes payroll taxes, benefits, equipment, office space, and the recruiting fee or internal recruiter time it took to find them.
Staffing partners price in three common ways.
Contract staffing. You pay an hourly bill rate. It covers the contractor’s pay plus a markup for employer taxes, insurance, and the firm’s margin. Ask for the pay rate and markup separately. A partner that won’t break these out is hard to benchmark.
Contract-to-hire. You pay the contract rate first, then a conversion fee if you hire the person full-time. This is the negotiation point most teams miss. Ask for a conversion fee that steps down the longer the contractor has worked for you, and get it in the contract rather than a sales email.
Permanent placement. You pay a one-time fee, usually a percentage of first-year salary, with a guarantee period if the hire leaves early. Compare guarantee terms as closely as the fee itself.
Offshore and hybrid teams. You pay a monthly rate per engineer that bundles salary, benefits, local compliance, and the partner’s margin. If you’re weighing this route, our guide to offshore IT services walks through the cost structure.
Two NYC hiring rules your staffing partner should already know
Salary ranges in job ads. New York City requires salary ranges in job advertisements, and the rule reaches your agency too. Per the NYC Commission on Human Rights, employment agencies are covered regardless of their size and must ensure that any job listings they promote or seek to fill comply.
The rule also applies to roles performed in NYC in whole or in part, whether in an office, in the field, or remotely from the employee’s home. If your agency posts a “remote” role that will partly be done from New York without a range, the exposure is yours as well as theirs.
Audits for AI technical tools. If you or your partner use AI to screen or rank candidates, NYC Local Law 144 applies. It requires an independent bias audit done within the past year, a public summary of that audit on your website, and at least 10 business days’ notice to every candidate. It applies to employers and employment agencies that use AEDTs to evaluate candidates or employees who reside in New York City, and your company does not need to be based in NYC.
What most teams get wrong when picking an IT staffing partner
Most New York teams pick a staffing partner on how fast the first resume batch arrives. That metric is easy to game: agencies with a bench send whoever is available, not whoever fits. The better signal is what happens in week three.
Look at how many submitted candidates cleared your technical round, how the partner handled a failed hire, and whether the contract spells out replacement timelines and conversion fees in writing.
A few other patterns come up again and again in engagements we’ve run:
- Duplicate submissions. If two agencies send you the same candidate, you can end up in a fee dispute. Ask each partner to confirm written right-to-representation before a résumé reaches you.
- Notice periods on offshore hires. Senior engineers in India often have 60–90 day notice periods. Ask whether a candidate is available now or serving notice before you plan a start date around them.
- Access delays in fintech onboarding. For regulated clients, the hire is rarely the slow part. Background checks, device provisioning, and VPN or VDI access usually are. Start access requests the day the offer is signed, not the day the engineer starts.
For a fuller checklist, see our guide on the mistakes when choosing an IT staffing partner.
How to shortlist an IT staffing partner in five steps
- Define the role in outcome terms. Write down what the hire must ship in 90 days, the stack, and the hours of overlap you need with Eastern Time.
- Match the model to the need. Use contract staffing for defined projects, contract-to-hire for roles you want to test, permanent placement for core team members, and offshore or GCC models for sustained scale.
- Test the screening, not the pitch. Ask to see the technical assessment the partner uses for your role, and who on their side conducts it.
- Read the contract terms that matter. Check replacement guarantees, conversion fees, notice clauses, IP assignment, and who carries compliance for NYC salary transparency and AI screening rules.
- Run a small pilot. Start with one or two roles and measure how many submissions reached your final round before you commit to volume.
Local agency, national firm, or offshore partner: which fits you?
A national firm like TEKsystems or Insight Global fits when you need many on-site or hybrid contractors in New York, fast, under enterprise procurement rules.
A specialist agency like Motion Recruitment fits when you’re a startup hiring a handful of product engineers and want recruiters who know the local scene.
An offshore or hybrid partner fits when the role doesn’t need to sit in Manhattan and the local salary band is the constraint. That applies to many backend, data, and ML roles. If you’re scaling AI work in particular, you can hire machine learning engineers through a hybrid model and keep product leadership in New York.
Many of the New York companies we work with combine these. Leadership and client-facing roles stay local, and an offshore development team handles sustained engineering capacity.
The bottom line
New York now has more tech workers than any other market in North America, but it’s still one of the most expensive places to hire them. The right IT staffing company in New York depends on what you’re hiring for.
Use national firms for local volume, specialists for startup roles, and offshore partners for senior engineering capacity at a sustainable cost. Whichever you choose, judge them on week-three results, not first-day speed.
Hiring engineers for a New York team? Talk to Supersourcing’s delivery team
FAQs
Which IT staffing companies are best known in New York?
By size, SIA’s 2026 ranking puts TEKsystems, Insight Global, Kforce, Experis, and Everforth (Apex Systems, CyberCoders) at the top of the US market, and all serve New York. Robert Half, Randstad, and Motion Recruitment are also active locally. For offshore and hybrid engineering teams, Supersourcing is an option.
How much does it cost to hire through an IT staffing company in New York?
It depends on the model. Contract roles are billed hourly (pay rate plus markup). Contract-to-hire adds a conversion fee. Permanent placements carry a one-time fee tied to first-year salary. As a benchmark, the average NYC tech base salary is $162,038, per Motion Recruitment’s 2026 guide, before benefits and overhead.
Do staffing agencies in NYC have to include salary ranges in job posts?
Yes. NYC’s salary transparency law covers employment agencies of any size, and it applies to roles performed at least partly in the city, including remote roles. The exception is temporary help firms recruiting for their general candidate pool.
Is AI resume screening legal in New York City?
Yes, if it complies with Local Law 144. That means an independent bias audit within the past year, a public audit summary, and at least 10 business days’ notice to candidates. The law covers employment agencies, not just employers.
Can a New York company legally hire offshore developers?
Yes. Companies commonly do this through a staffing partner that employs the engineers locally, or through an employer-of-record arrangement. Worker classification and IP assignment are the points to get right in the contract, so review them with counsel.
Is offshore staffing a fit for both startups and enterprises?
Yes, with different setups. Startups often begin with two or three contract engineers. Enterprises more often run a dedicated team or build a global capability center once the engineering need is permanent.
