Fill a temporary gap in your
recruitment team

We start every engagement with a 30-minute meeting to fill out our Role Intake Document.

This is a 1-page document that covers all the details we need to deliver great candidates.

By filling this out together, you save hundreds of hours down the road that would be wasted going after less relevant candidates for this specific role.

We also share our industry knowledge so clients have realistic expectations of the market and the results they can expect.

If you’re hiring for multiple remote development roles, we’ll agree on a ranked list of roles according to their priority.

Finally, we’ll schedule a weekly (or fortnightly) meeting to review the progress and align expectations. This helps make sure our effort is aligned with your goals.

We follow a set of steps to find the right remote development candidates for your roles:

Our Candidate Network

The first thing we do is search for potential candidates in our database. We usually shortlist 15–20 candidates and contact them with your role details. This is how we share the first candidates within 48 hours of the role briefing.

After that, we go after Active Candidates (those who are looking for jobs) and Passive Candidates (those who aren’t actively searching but would change jobs for the right opportunity).

Active Candidates

Our Website & Job Boards

We publish the role on our website and other job boards, making it visible to candidates actively searching for roles. We track the application sources to better understand which channels yield the best results.

Niche Tech Communities

For tech roles, there are often online communities frequented by specialists (e.g., Meetup groups, Reddit subreddits, and Slack communities). These communities usually have a #jobs section where companies are encouraged to share open jobs.

Passive Candidates

Social Media

Sharing open roles on social media helps bring them to the attention of passive candidates.

LinkedIn Recruiter Corporate

Our LinkedIn Recruiter Corporate account allows our Recruitment Team to search for candidates who match the required skills and are open to work or actively updating their profiles.

This strategy always works!

Once we have a list of candidates in the pipeline, we need to assess them properly to make sure they match what you are looking for.

In the 1st interview, we assess candidates' soft skills, their communication skills and motivation to switch jobs.

We also conduct technical screening of candidates. We have a set of Technical Questions we use to understand how well candidates fit the position they are applying for. These are questions that have been used in the past by our team and that help us get a feeling for the level of skill. They vary by functional area and even by stack.

Finally, we can also set a take-home challenge or technical testing platform (HackerRank, CodeFights, Devskiller, etc.) to make that easier for you.

These challenges should be short and not too complex, just enough that you can see how candidates approach them. You shouldn't make challenges too long or complex because you don't want to risk that the best candidates self-select out of the process.

The way we share candidates varies depending on our client's systems and tools.

Some companies have their own ATS and provide us access as a third-party recruiter. This is usually the case with Lever, Rippling, Manatal, Greenhouse, or Workable.

Other companies' tools associate each role with a specific email address where we can send candidates (e.g., Comeet).

Finally, those who don't have any system in place. For these customers, we set them up with our own simple solution for this: a Trello board. We apply our template, which includes all the necessary collaboration and notification features required.

We achieve great results by working closely with clients and iterating on feedback.

We ask for two key inputs:

Feedback on rejected candidates: This helps us refine the candidate pool and improve the hit rate for future submissions.

Flexibility in the hiring workflow: We rely on data to optimize the process, tracking metrics at each stage and adjusting criteria to reduce bottlenecks.