Hiring a developer into your staff
We look for a developer for your permanent staff: I run the technical check myself, and you get one or two candidates, not a pile of résumés.
The problem
An ordinary recruiter filters by keywords in the résumé. As a result, the technical director holds dozens of interviews, and a good candidate who writes a poor résumé is screened out.
Who it is for
- You want to hire a developer into your own team, not use a contractor
- Recruiters send résumés but cannot check the technical level
- The CTO spends too much time on interviews
What you get
- One or two candidates whom I have technically checked myself
- A short description of each: what they did and where they are strong
- Your time goes into the final decision, not into screening
How the work goes
- 01
You send the requirements — through the form or on WhatsApp
- 02
A short conversation: I clarify the task, the team and the constraints
- 03
I find and personally vet a candidate for your task
- 04
You hold the interview and make the decision
- 05
We agree on the format and terms, and the specialist starts work
What you will need
- Stack and versions: language, frameworks, database, cloud
- The task for the first 2–4 weeks
- Workload: full time, part time or hourly
- Desired start date and expected duration
- Team communication language and time zone
Limits — honestly
- I give the start date and the availability of a specialist after the conversation — I do not promise them in advance
- The cost depends on the format and the task — I give it after the conversation
- The decision about the candidate is always yours
Example
A company needs a .NET developer on staff. Instead of twenty résumés — two candidates with my description and one final interview with the CTO.
Terms
- Format
- Monthly, hourly, hiring into your staff or a dedicated team
- Price
- One month's salary of the employee (gross), paid after they start work
We settle the other terms in the first message — write to me and I will answer specifically.
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