Role intake
Share what you can do today, what you want next, and how you prefer to communicate. We use this to tailor screening and produce fit notes that stay grounded in the role.
Confirm the competencies required for the position, including tooling and delivery experience.
Add complementary strengths that help you stand out, even if they are not mandatory.
Indicate your typical level of ownership: tasks, modules, systems, and mentoring.
Set expectations on cadence, collaboration style, and feedback loops.
Structured screening
We translate your must-haves into a screening plan that produces comparable signals across candidates, then follow up with scenario questions for real-world thinking.
We convert the job description into clear, observable criteria (e.g., stakeholder communication, ownership, delivery rhythm), so interviews are consistent and decisions are explainable.
Instead of generic “tell us about yourself”, we ask scenario questions that match the criteria: trade-offs, ambiguity, and how the candidate would unblock delivery.
Each candidate gets fit notes that separate “strong match”, “likely fit”, and “needs validation”, with examples from the conversation that led to that assessment.
We keep the process efficient. Timelines vary by role seniority, hiring urgency, and candidate availability, and we update you as soon as the shortlist is ready.
Submissions are reviewed; not all applicants may be contacted.
Screening is designed to be fair and role-relevant, while interview schedules stay realistic for both sides.
Shortlists with fit notes
To reduce uncertainty, each shortlisting profile includes specific fit notes that map to the criteria you care about, plus clear flags where a candidate may need confirmation.
A shortlist is only useful when you can explain why each profile belongs there. Fit notes give you a fast, role-based basis for decisions, so you spend less time guessing and more time interviewing.
You review against the criteria
Must-haves are called out first, so mismatches are easier to spot.
You confirm in the interview
Suggested prompts help validate scope, ownership, and tools.
You get clean updates
We share outcomes and next steps based on what the interview reveals.
Note: Shortlists are curated for role fit, and submissions are reviewed. Not all applicants may be contacted.
A clear, agreed interview flow that keeps candidate time respected and hiring decisions consistent.
We coordinate times across stakeholders and confirm the interview plan in writing before the first slot.
Each stage has a purpose, a review method, and a defined owner, so every interview feels purposeful.
We map fit notes to expectations, including practical scope for IT and digital roles, without overpromising outcomes.
You will receive timely status updates, and where feedback is shared, it aligns with the evidence collected per stage.
Share your target position and availability. We will align stages and timelines to the role’s complexity.
You can review pricing in advance, then we align on scope during the intake. We do not guarantee results, timelines, or availability of specific candidates.
Non-guarantee wording: We do not guarantee outcomes, timelines, or whether every applicant will be contacted. Submissions are reviewed.