How we work: from “we can’t fill this” to someone working in your team.
What happens on our side, what you decide, and what we do when it doesn’t work out.
What we need from you at the start
The role, not the résumé. What it has to do, what it integrates with, who it reports to, and what success looks like in six months. Twenty minutes of that beats a two-page job description.
Who does the interviewing on your side, and what they need to see to say yes.
What we do
We work the markets where the profile exists
For scarce specialties, rarely the market you already tried.
We assess before you see anyone
Technical review by people who do the work — including what we’re not sure about.
You interview whoever you want
Nobody joins your team without your yes.
Once they’re in
We are their legal employer
Contract, payroll, benefits and compliance in their country.
You direct the work
Your standups, your tools, your review, your priorities.
Somebody on our side stays with it
Not a ticket queue: a person who knows the engagement and picks up the phone.
What genuinely transfers to us
Sometimes it doesn’t. Someone leaves in month three, or the fit isn’t there.
What we do: we replace the person, and we’re honest about what a replacement does and doesn’t restore. The context they built up doesn’t transfer with the handover, and anyone who tells you otherwise hasn’t been through it.
What helps: the more of the work that lives in your systems rather than in one person’s head, the less a departure costs. That’s true of your own employees too.
How we assess engineers before you see them
You’ll interview whoever you want. This is what happens before that, so your interview starts further along.
Who does the review
Engineers who do this work review engineers who want to do it. Not a recruiter with a scorecard, and not a screening call that checks whether the person can describe the role.
That distinction matters most exactly where it’s hardest: the vocabulary of AI engineering is easy to acquire and difficult to distinguish from experience. Someone who has read carefully interviews well — often better than someone who has shipped it and mostly remembers what went wrong.
What a coding test doesn’t tell you
Coding tests measure something real, and it isn’t the thing that usually fails.
They don’t tell you whether someone can hold an unfamiliar system in their head. Whether they ask the question that reveals the requirement nobody wrote down. What they do when the spec is ambiguous — which is most of the time.
So we ask people to walk through something they actually built: what the constraint was, what they chose, what they’d do differently. People who have done the work answer with specifics. People who have read about it answer in general terms. The difference shows up in about four minutes.
What you get, and the part that’s unusual
A shortlist with our assessment attached — including what we’re not sure about.
That last part is deliberate. A shortlist where every candidate is excellent is a shortlist that hasn’t been assessed. If we have a reservation about someone, you get the reservation, because you’re the one who has to work with the consequence.
What stays yours. You interview whoever you want, and nobody joins your team without your yes. We don’t shortlist you down to one and call it a recommendation.
Before you compare partners. Ask any of them — us included — who did the technical review and how. If the answer is a coding test, ask what the test didn’t tell them. The answer to that follow-up is the actual information.
Looking for a Professional by Technology or Role?
We've Got You Covered!
Explore our talent pool for nearshore team augmentation. Whether it's a specific technology stack or a specialized role, we deliver top-tier experts to seamlessly integrate into your project at up to 50% costs savings versus North America.
Get in Touch!
Tell us which position you can’t fill.
We’ll tell you who can fill it, how long it takes, and what stays on your side.
