How our technical recruitment process works
Five checks before a candidate reaches you
The expertise stage is where most of the filtering happens. It is a working conversation with a practitioner, not a quiz - and it is the same rubric for every candidate on the same role.
Every technology on the CV is opened up. We ask what they built with it, what broke, and what they would do differently - the questions a practitioner asks, not a keyword match.
We work through a problem shaped like the one your team has: incomplete requirements, a deadline, and a system that already exists and cannot be rewritten.
How they structure work, what they consider done, and how they treat the code and processes the next person inherits. Judged against the seniority they are being put forward for.
We separate people who were present for a result from the people who caused it, by tracing a specific project from first decision to what shipped.
Senior work is explaining it as much as doing it. We assess how they brief a non-technical stakeholder, disagree with a lead, and hand work over.
The expertise stage is run by a consultant who recruits in that discipline every day and, where the role demands it, alongside a senior practitioner from our network.
We don’t forward resumes. We make introductions.
Every candidate has a structured conversation with a consultant who understands the role before their name reaches you. If we cannot explain why a person is right for your team, we do not send them.
What every candidate introduction includes
The consultant's own notes on where this person is strong, where they are stretching, and the specific reason they fit your role.
The technologies we have actually probed, at the level we found them - separated from the ones the candidate has only touched.
Compensation band, notice period and start date agreed with the candidate before the introduction, so nothing collapses at offer stage.
English level, timezone overlap, remote or on-site expectations and any relocation constraint - established, not assumed.
Nobody is put forward without agreeing to that specific company and role first. You never interview someone who is not genuinely interested.
Reference conversations with people who managed the work, arranged with the candidate's consent at the stage you need them.
The people who pass this stay in our pool. That is what makes staff augmentation fast and a permanent search short - we are not starting from an empty page each time.
Submit enough profiles and something will eventually land. The cost of that approach is paid by your hiring team, in hours.
Forty CVs, matched on keywords
We map the market, approach people directly and assess them ourselves. You meet a short list of candidates with a reason to be there.
Four names, each worth your time
Send us one open role. We will come back with a market map and a shortlist you can interview.
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