Technical Recruiting:

Before sourcing begins, we focus on precision and clarity.

How we enable delivery:

• Align with technical and business stakeholders on:
• Business objectives and delivery timelines
• Current architecture, tooling, and technical debt
• Team structure, maturity, and collaboration model
• Clarify what good looks like in the role:
• Day-one expectations
• 90-day impact
• Long-term growth path

Outcome:
A shared definition of success that balances technical skill, execution ability, and team fit which reduces mis-hires and rework later in the process.

Strong technical talent is selective and opportunity-driven.

How we translate req's into capability:

• Translate requirements into a clear, compelling technical role narrative
• Position the opportunity around:
• Real problems to solve (not generic responsibilities)
• Technical ownership and decision-making influence
• Growth, learning, and long-term impact
• Ensure alignment between job description, interviews, and reality

Outcome:
A role story that resonates with high-quality engineers and technical professionals, improving engagement and response rates.

We don’t rely on job boards EVER.

How we identify high-signal talent:

• Build targeted talent maps based on:
• Specific technologies and architectures
• Industry context and domain experience
• Team and environment fit
• Conduct proactive, personalized outreach
• Engage candidates in meaningful technical and business conversations, not transactional recruiting messages

Outcome:
A consistent flow of qualified, interested technical candidates that are both active and passive.

Technical skill alone is not enough.

How we assess impact:

• Qualify candidates across:
• Hands-on technical competence
• Problem-solving approach and system thinking
• Communication and collaboration style
• Ability to operate within your team’s pace and constraints
• Partner with your team to calibrate assessment depth and signal quality

Outcome:
A qualified slate of candidates who can build, deliver, and collaborate effectively within your organization.

Technical skills alone are not enough.

Technical interviews often fail due to misalignment, not lack of talent.

How we build tech-alignment:

• Design and coordinate an efficient, structured interview process
• Prepare candidates and interviewers for high-quality conversations
• Identify alignment gaps early and course-correct in real time

Outcome:
Faster decisions, stronger candidate experience, and confident hiring outcomes.

Technical skill alone is not enough.

Closing technical talent requires trust and clarity.

How we build for scale:

• Advise on competitive offer positioning and trade-offs
• Support negotiations and counter-offers
• Ensure smooth transition from offer acceptance to onboarding

Outcome:
Accepted offers and new hires who are excited, aligned, and ready to contribute quickly.