HOW WE WORK
We don’t review against a job description. We calibrate against your company.
Two companies can hire for the same engineer and want completely different people. So before we review a single application, we learn the difference.
THE CALIBRATION
A job description is where we start. Not where we stop.
The requirements matter. But so do the things that rarely make it into the job description. Which backgrounds translate. Which companies produce relevant talent. Which requirements are truly non-negotiable. Which ones the hiring manager will trade. What your strongest people have in common. What has made someone advance before. And what makes your team stop on a resume and say, “Talk to this person.”
That’s what we calibrate for.
WHAT WE STUDY
We build the calibration from evidence your company already has.
01 — THE ROLE
Job description · Technical requirements · Must-haves · Preferences · Tradeoffs
02 — YOUR PEOPLE
Comparable employees · High performers · Technical backgrounds · Career patterns · Relevant founder or startup experience
03 — YOUR HIRING HISTORY
Candidates who advanced · Past finalists · Interview feedback · Previous decisions · Known false positives
04 — THE MARKET
Direct competitors · Technical analogues · Adjacent industries · Relevant talent pools · Transferable backgrounds
05 — THE HIRING MANAGER
What gets their attention · What they reject · Where they’ll compromise · What they consider exceptional · What needs validation
THE OUTPUT
Then we turn it into a recruiting calibration.
TECHNICAL BAR — Can this person actually do the work?
COMPANY FIT — Does their experience translate to this environment?
THE SPIKE — What makes them unusually compelling here?
FALSE POSITIVES — What looks good on paper but historically doesn’t translate?
DISQUALIFIERS — What genuinely takes someone out of consideration?
VALIDATION — What needs a conversation?
Now we know what we’re looking for. Then we review.
APPLICATION REVIEW
This is where technology helps. It isn’t where judgment ends.
We use technology to apply the calibration consistently across the applicant pool and make sure potential fits don’t disappear inside thousands of applications. But we don’t hand you an AI score and call the job done. Potential fits receive deeper review from a senior technical recruiter who looks at the evidence, investigates the nuance, and decides whether this person deserves your team’s time.
Technology gives us coverage. Recruiter judgment gives you confidence.