The Difference
Every agency says they are rigorous. Here is our receipts.
Three specific ways we operate differently: an internal training program, a 7-stage vetting process, and a structured behavioral screen that filters for soft skills, not just code.
Deep Dives
Three things we do differently.
Every agency says they are different. Here is the specifics.
Training Program
We prepare engineers before you meet them.
Every engineer in our active pool has completed or is enrolled in our internal training program. It covers US business communication, async-first collaboration, professional writing in English, Agile sprint culture, code review etiquette, and how to work with AI tools as part of a daily workflow. Before every placement, engineers also receive a targeted briefing on your company type: what to expect in a startup, how a growing company operates, what enterprise processes look like, or how agency work differs from product work. Most agencies place engineers and hope for cultural fit. We build it in.
Vetting Process
Seven stages. 1 in 20 pass.
Our acceptance rate is not a marketing number. It is the natural output of a process that includes a CV check against the role, a structured behavioral interview scored by trained interviewers, two live technical interviews with senior engineers, a take-home assessment reviewed in depth, direct calls with professional references, and a verified employment and education background check. Only 5% of applicants make it through.
Soft Skills Focus
Technical fit is table stakes. Communication is the differentiator.
The most common reason an engineer placement fails is not a technical gap. It is a communication breakdown: unclear async updates, poor English in written handoffs, misread deadlines, conflict avoidance instead of direct conversation. We screen hard for exactly these patterns and train against them before every placement.
Side by Side
What others do. What we do.
A direct comparison. No marketing language. Just the facts.
Vetting process
Resume review + 1 interview
7-stage process: CV check, behavioral, two technical interviews, take-home, references, background
Acceptance rate
30–60% of applicants placed
5% of applicants placed
English proficiency
Self-reported or briefly tested
Structured behavioral interview in English, minimum B2 required
Cultural alignment
Not explicitly evaluated
US business culture training before every placement
Soft skills assessment
Optional or informal
Mandatory structured behavioral interview with scoring rubric
Time to shortlist
2–6 weeks
3 days* for common roles like full-stack. Other roles typically take 7 to 10 days
Replacement guarantee
30-day window, limited cases
Free replacement within 30 days, no questions asked
Ongoing support
None after placement
Monthly check-ins with client and engineer throughout the engagement
Candidate training
None
Internal training program plus a targeted company-type briefing before every placement
Contract flexibility
3–12 month lock-ins common
Month-to-month after initial 2-week trial
Vetting cost
Higher fees for more rigorous screening
No extra charge: 7-stage vetting is built into our model, we work within your budget
The numbers
Rigor, measured.
5%
Acceptance rate (1 in 20)
97%
Client satisfaction
3 days*
Avg. time to first shortlist
200+
Engineers placed
* For common roles like full-stack. Other roles typically take 7 to 10 days.
FAQ
Questions about our approach
Honest answers to the most common questions about how we vet engineers.
See it in action
Ready to meet our top 5%?
Send us a brief. We will send you a shortlist of engineers who have passed all seven stages.