Recruiters read resumes. We ran the platform.
ServiceNow talent, screened by people who have owned the platform. Kaladesi helps ServiceNow leaders hire platform owners, architects, developers, administrators, and delivery leads—with practitioner-led screening that tests real ownership, not résumé keywords.
01 — The problem
Every ServiceNow resume says the same thing.
Incident, problem, change. Flow Designer. CMDB. Three years in or thirteen, the keywords are identical. What separates candidates is ownership: the decisions they made, the tradeoffs they defended, and what was still running a year after go-live. Keyword matching alone rarely reveals that level of ownership. We see it because we did the job.
02 — For employers
Hire the seat, not the title.
“ServiceNow Administrator” can mean a catalog builder, a platform owner, or a ticket-focused administrator, depending on the company. We define what the seat actually owns before anyone is approached, then screen against that. Full-time, contract, or contract-to-hire.
Platform Owner
Roadmap, governance, intake, and the platform’s health after the consultants leave.
Architect
Solution design that survives contact with scoped apps, integrations, and upgrade cycles.
Developer
Build capability with the judgment to know when configuration beats code.
Administrator
Instance hygiene, upgrades, access control: the discipline that keeps a busy platform trustworthy.
BA / Product Owner
Turning vague intake into buildable stories, and saying no politely to catalog sprawl.
Delivery Lead
Scope, dependencies, stakeholders, and implementation risk carried to done.
03 — How a search runs
Narrow, vetted, and clear from the first call.
On the first call, we’ll give you an honest view of search difficulty, candidate availability, and likely timing. If we’re well placed to help, we’ll build a narrow search around the work the person must own—not a flood of loosely matched resumes.
Define the seat
Thirty minutes with the hiring manager. What must ship, what the person owns, what it pays, and how success gets measured.
Hunt narrow
We approach a shortlist of people whose delivery history matches the seat, not a mailing list that matches the keywords.
Practitioner screen
A former consultant or platform owner walks each candidate through work they personally carried. We use follow-up questions to distinguish firsthand ownership from surface familiarity.
Shortlist with receipts
You get a few names, each with the evidence, the tradeoffs, and the questions your interviewers should push on. Then we stay through offer and start.
04 — Open searches
What we’re filling right now.
Every search posted here is one we’re actively running, scoped with the hiring manager, numbers included. And most of what we fill moves before it’s ever posted, so if nothing below fits, get in front of the next one.
05 — For candidates
Confidential by default.
The ServiceNow world is small. Partners, customers, and platform leaders all know each other, and word that you’re looking travels fast. We represent you the way we’d want to be represented: privately, selectively, and with the numbers on the table early.
Your name never moves without a yes
No company sees your resume or identity until you approve that specific role at that specific company.
The numbers come first, not last
Pay, remote expectations, and timing are on the table before you interview, never sprung on you three rounds in.
One right role beats ten submissions
We won’t pitch you everything that crosses the desk. We focus on roles that are genuinely aligned with your goals and constraints.
Put yourself in front of the next right search.
Tell us what you’ve owned in ServiceNow and what you want next. Your introduction goes directly to our recruiting team, is reviewed by a person, and stays confidential until you approve a specific opportunity.
Introduce yourselfWhat helps us understand your fit
- 01A resume or LinkedIn profile
- 02Your ServiceNow focus and what you personally owned
- 03Location, work preferences, and compensation range
- 04The kind of role you want next
06 — About Kaladesi
Staffing was the part of delivery that kept breaking.
We came up on the delivery side of ServiceNow: owning the platform in-house first, then consulting for a global Elite partner. Across a hundred-plus go-lives, the pattern never changed: projects rarely failed on the technology. They failed on a seat filled with the wrong person, discovered three months too late.
The recruiters in the middle couldn’t catch it, because they’d never done the work. So we moved to the staffing side and brought the delivery experience with us. That’s the whole company.
ServiceNow rewards judgment you can’t certify. A keyword search will never surface it. A conversation with someone who did the work will.
07 — Contact
Start with a conversation.
Hiring? Bring the role and the timeline, or just the problem. Considering your next move? Tell us what you’ve owned and what you want next. Either way, expect a direct, useful conversation.
For employers opening a role. Grab a slot and we’ll scope the seat live: must-haves, timeline, and rate.
Employershello@kaladesi.comPrefer email? Send the role, timing, and whether it’s full-time, contract, or contract-to-hire.
ServiceNow professionalsStart a confidential introductionShare your resume or LinkedIn profile, what you’ve owned, and what you want next.
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