From the blog
Practical advice from the team that has placed 200+ engineers with US companies.
Most companies obsess over whether someone knows React 18 or can invert a binary tree. Six months later, they let that person go because they can't communicate. This pattern is fixable.
Outsourcing and staff augmentation solve different problems. Picking the wrong one doesn't just hurt the project. It creates friction that compounds for months. Here's how to tell which one fits your situation.
A bad hire in a senior tech role can cost six figures. A slow process delays projects and burns your team's time. Neither is inevitable. Here's how to build a hiring process that makes better decisions in less time.
Years of experience don't make someone senior. The title gets handed out too freely, and it costs companies a lot when it does. Here's what actually separates a senior developer from someone who's just been around longer.
Most staffing companies send you a resume and a coding test score. We evaluate five dimensions that actually predict whether an engineer will succeed on your team.
Your best engineers ship 3x faster than two years ago because they use AI tools daily. But your hiring process still measures raw coding speed. That disconnect will cost you.
Most remote onboarding is a mess of scattered Notion docs and 'ask if you need anything.' Here's the step-by-step playbook we use to get developers productive in two days.
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