Engineering vetting
We are not a resume marketplace. Every profile you see passed five internal stages. Most applicants never make it past the first two.
Why this exists
Companies hire us to scale without blowing the budget. That only works if every hour you buy is useful. Cheap talent that needs constant babysitting costs more than strong talent that ships.
Our job is not to forward resumes. It is to filter, prepare, and stay accountable after placement. The five-stage process is how we earn the right to say someone is ready for your team.
Acceptance rate
of applicants clear all five stages
Every number reflects real candidates screened since 2022, not marketing copy.
The five stages
Same rigor as our how-it-works timeline: one stage at a time, no shortcuts. This is the gate between applicants and your shortlist.
We start with a timed assessment that measures how candidates think under pressure. It is not a trivia quiz and it is not tied to a single language. We look for pattern recognition, clear reasoning, and the ability to break a messy problem into steps. Strong engineers can struggle here if they skip fundamentals, and that is intentional. This stage filters a large share of applicants before anyone invests in live interviews.
What we measure
Common rejection signals
Technical skill without communication breaks remote teams. This is a structured conversation, not small talk. We ask for specific examples: disagreements in code review, missed deadlines, unclear specs, friction with product. We listen for how they explain tradeoffs, how they receive feedback, and whether they default to blame or ownership. English is evaluated in a professional context, not grammar perfection.
What we measure
Common rejection signals
This is the deepest stage. A senior engineer from our side runs a live session tailored to the role. Expect real problems, not textbook definitions. We combine implementation judgment, architecture thinking, and how they explain decisions under questions. For some roles we emphasize debugging, for others data modeling, security, or frontend performance. Role pages describe the role-specific version of this stage.
What we measure
Common rejection signals
We verify what matters for trust: employment history, education, and identity. Candidates provide written consent. In Brazil, checks are handled in line with LGPD. If a role touches sensitive data, we add the checks that match the risk. This stage is not performative paperwork. It is how we reduce surprises after someone is already inside your tools and channels.
What we measure
Common rejection signals
References are where marketing resumes meet reality. We require at least two people who worked with the candidate in a real engineering context. We ask direct questions: reliability, code quality, how they handle review, and how they behave when a release goes wrong. Personal friends and family do not count.
What we measure
Common rejection signals
Role pages spell out how the technical stage changes by stack. The other four stages stay the same for every engineer.
Browse rolesCompared with typical staffing
Many firms stop at a resume screen and one call. We treat behavioral depth, technical depth, verification, and references as non-negotiable.
Behavioral interview with structured scoring
Live technical session with a senior engineer
Background verification with documented consent
Two professional engineering references minimum
Optional client technical round after our screening
By the numbers
0%
Applicant acceptance rate
0
Screening stages per candidate
0 days
Typical time to first shortlist
0%
Client satisfaction
FAQ
Straight answers about how we screen engineers.
Next step
Tell us what you need. We will send a shortlist of engineers who already cleared all five stages.
