Plenty of hiring processes test how well someone memorised computer-science trivia or rehearsed a whiteboard puzzle. We think that mostly measures interview practice. So our vetting simulates the actual work the role involves — because the only question that matters is whether someone can do the job on a normal day.
What that looks like in practice
For an engineer, that is a realistic task close to what they would do for you — reviewing or extending real-world code, not inverting a binary tree under a stopwatch. For a support lead, it is handling a tricky ticket thread. For a marketer, it is a brief and a plan. The task changes; the principle doesn't.
The four stages every candidate clears
- 1Source & headhunt against your specific brief
- 2Screen CVs for relevant, real experience — not buzzwords
- 3Structured interview for communication and remote-readiness
- 4A practical, role-specific work sample graded against the job
Why the bar is high
Only a small share of applicants clear every stage. That is the point. A tight, honest filter is what lets us hand you two or three finalists instead of fifty maybes — and it is why we can stand behind a 90-day guarantee on every placement. If a hire isn't working, we replace them at no extra cost, because we were confident enough to promise it up front.
The question is always: can they do the job, on a normal day?
What you see at the end
Each finalist arrives as a clear dossier: craft, level, skills, timezone overlap and rate, anonymised until you're ready to meet them. You interview the shortlist yourself and make the final call. We do the filtering so you can spend your time on the decision that actually needs you.
