What is re-factor's NAICS code?

re-factor's NAICS code is 5613 (Employment Services).

Insights

Ethical recruiting The company's mission centers on non-salesy, morally intelligent recruiting for engineers, presenting an opportunity to position partnerships around fair hiring practices, process transparency, and value-based engagement with engineering teams that prioritizes candidate quality and long-term fit.

Niche focus Small team profile (2-10 employees) suggests potential services for founder-led or boutique tech shops needing scalable recruiting support, onboarding process optimization, and targeted hiring campaigns without large-scale outsourcing overhead.

Tech stack fit Existing tech footprint (WordPress, AWS, Node.js, Bootstrap, jQuery) indicates compatibility with development teams and potential upsell opportunities for recruiting engineers skilled in similar stacks or for retention programs leveraging technical culture alignment.

Growth signal Revenue range of 1M to 10M coupled with a mission-driven narrative implies readiness for strategic partnerships, pilot programs, or premium talent sourcing services aimed at enhancing engineer sourcing quality and reduction of stale recruiting practices.

Market positioning Comparison context with large consultancies highlights an opportunity to offer agile, ethical recruiting frameworks, employer branding support for engineering audiences, and thought leadership collaborations to differentiate from big-name firms.

re-factor Tech Stack

re-factor uses 8 technology products and services including WordPress Super Cache, Amazon Web Services, Google Workspace, and more. Explore re-factor's tech stack below.

WordPress Super Cache

Caching

Amazon Web Services

Cloud Hosting

Google Workspace

Twemoji

Font Scripts

imagesLoaded

Javascript Libraries

PHP

Programming Languages

Bootstrap

UI Frameworks

GoDaddy

Web Hosting

re-factor Email Formats	Example	Percentage
First@re-factor.co	John@re-factor.co	71%
First.Last@re-factor.co	John.Doe@re-factor.co	29%

re-factor Email Formats

Example

Percentage

First@re-factor.co

John@re-factor.co

71%

First.Last@re-factor.co

John.Doe@re-factor.co

29%

Frequently Asked Questions

What is re-factor's official website and social media links?

re-factor's official website is re-factor.co and has social profiles on LinkedIn.

How much revenue does re-factor generate?

As of August 2026, re-factor's annual revenue is estimated to be $1M - $10M.

What is re-factor's SIC code NAICS code?

re-factor's SIC code is 7363 - Help Supply Services NAICS code is 5613 - Employment Services.

How many employees does re-factor have currently?

As of August 2026, re-factor has approximately 2 employees across 1 continents, including North America. Key team members include Principal Consultant: M. D.. Explore re-factor's employee directory with LeadIQ.

What industry does re-factor belong to?

re-factor operates in the Staffing and Recruiting industry.

What technology does re-factor use?

re-factor's tech stack includes WordPress Super CacheAmazon Web ServicesGoogle WorkspaceTwemojiimagesLoadedPHPBootstrapGoDaddy.

What is re-factor's email format?

re-factor's email format typically follows the pattern of First@re-factor.co. Find more re-factor email formats with LeadIQ.

When was re-factor founded?

re-factor was founded in 2015.

re-factor

Q: What is re-factor's official website and social media links?

re-factor's official website is re-factor.co. re-factor has social profiles on LinkedIn.

Q: How many employees does re-factor have currently?

re-factor has approximately 2 employees.

Q: What technology does re-factor use?

re-factor's tech stack includes OWL Carousel, Varnish, imagesLoaded, Bootstrap, PHP.

Staffing and RecruitingIllinois, United States2-10 Employees

re-factor is a small staffing and recruiting firm based in Chicago, focused on placing engineering talent. It pursues an ethical, risk-aware approach that prioritizes open, accurate communication over hard-sell tactics in the hiring process. The firm frames recruiting as a series of small, behavior-preserving steps intended to improve outcomes cumulatively, reflecting an open-source and collaborative ethos. 

Its target clients include engineers and engineering teams seeking new talent, as well as organizations aiming to hire technical staff, with a focus on reducing hiring risks. Positioned within the staffing and recruiting industry with a focus on technology hiring, it seeks to offer an alternative to traditional, sales-driven tech recruiting by promoting transparency and information-sharing throughout interviews, while leaving final hiring decisions to the engineers involved.

Insights

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