We don't earn anything unless we place someone who stays. Here's exactly how we vet.
Not keyword-scanned. Read. We look at what was actually built, not the job titles it was built under. A mid-level eng with the right GitHub tells us more than a staff title with no shipped work.
Why are you leaving? What went wrong at the last place? What salary do you need, not want? What stack do you never want to touch again? Most recruiters save these for round three. We ask them in the first call.
Standard agency practice: send the candidate, let the company catch the problems. Ours: we call a reference before the shortlist. Usually someone the candidate didn't list.
If we can't find three candidates we'd hire ourselves, we say so. We don't pad the list to look productive. A thin shortlist with notes beats a fat one without.
// these don't automatically disqualify — they trigger a second conversation. if the answer is good, they stay in. if not, they don't.
If a placement leaves or doesn't work out within 14 days, we redo the search at no charge. We've had to use this six times in three years.
We track this because it's the only honest measure of whether we matched well or just placed fast.
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