A technical conversation before your interview
Engineer-Led Technical Screening & Pre-Vetting
Know why a candidate is being introduced. Our process brings search discipline and hands-on engineering judgement together, with a clear distinction between evidence and assumption.
From a clear requirement to an informed shortlist
Agree the hiring brief
Start with the work your business needs to deliver. Agree seniority, stack, decision-making responsibilities, working arrangements, compensation context and what evidence would make a candidate relevant.
Map and approach the market
Grace leads targeted research, candidate communication and process coordination. Retained searches have an agreed scope, milestones and feedback rhythm rather than an open-ended stream of CVs.
Hold a peer technical conversation
Ryan explores the candidate’s actual work: implementation choices, architecture trade-offs, debugging, testing, release decisions and communication. Questions are tailored to the role, not a generic coding-trivia checklist.
Share the evidence
Receive a focused shortlist with the relevant experience, the candidate’s own contribution, technical strengths, open questions and any gaps. We make the limits of the screening clear so your team can go deeper where needed.
Support your decision
Your team retains the hiring decision. We coordinate feedback, further interviews and offer conversations. We agree follow-up responsibilities and any placement provisions in the engagement terms.
What a screening note should tell you
A useful note helps you decide whether to meet an engineer and what to ask next. It is not a duplicate CV, a guarantee of performance or a claim that every risk has been eliminated.
- The role and assessment scope
- Concrete examples discussed
- Platform depth and delivery judgement
- Strengths, gaps and follow-up questions
- Candidate preferences and agreed next steps