As technical recruiters in Latin America, we understand the importance of hiring top talent and ensuring they align with a company's needs and values. This is an overview of how our vetting process works and aligns with the highest technical standards:
First step: Job description filter
Second step: Technical Interview
Third step: Code test
Fourth step: Candidate presentation
Hire with confidence
Like many other recruitment companies, our process involves sourcing, screening, and filtering candidates. Unlike many other recruitment companies, we start with a comprehensive understanding of your company's mission, values, product, goals, and culture.
We then use a combination of industry-specific recruiting techniques to build your talent pipeline:
Beginning with a Job Description (JD) filter, we leverage companies input as the initial touchpoint. During our kick-off call, we guide hiring managers in crafting an effective JD if needed.
Across various sourcing channels, we meticulously filter out unqualified candidates, ensuring alignment with both your criteria and our expert standards. The information provided as a JD becomes the search's first filter and starting point. No matter the channel we source, we filter out unqualified candidates that don't match your criteria.
From experience, around 5% of the talent passes the first filter or pre-interview vetting process.
Then, our technical recruiters review candidates' resumes and evaluate each qualification, skill, and experience.
Our thorough resume review comes from learning to rely on something other than the LinkedIn profile. A CV contains details that substantiate someone's level of expertise.
We start our most complex filter with in-depth technical interviews we also use to vet English, problem-solving, and proactivity skills—essential for optimal remote work.
Our technical interview evaluates if a recent candidate's experience includes vital technologies and frameworks used at your company. Also, we assess project complexity, the depth of expertise in each technology, and every tool a candidate used.
As part of our due diligence vetting, we take the most out of this interview to pitch the developer your company and evaluate product understanding and motivation to work with you beyond compensation expectations.
The technical interviews we conduct are customized based on your company's requirements for an effective vetting process.
A crucial step in our process involves a customized coding exercise, facilitated by AI-based software.
Tailored to companies preferred programming language and focus, this test not only provides a score for problem resolution but also furnishes a detailed summary of language proficiency, algorithm design approach, debugging strategies, and test cases passed.
Successfully navigating all previous filters, candidates are presented with detailed recruiter evaluations, including comprehensive notes from each interview.
This presentation format enables hiring managers to effortlessly understand candidates' experience levels in the technologies crucial to your operations.
We also provide an updated CV version and detailed technical results from the coding assessment.
We understand the importance of timely and efficient hiring, so we work closely with your hiring managers to ensure the filters are correctly set.
Sometimes, a company may have missed a skill that is very crucial for the position. When that happens, we add that filter to the candidate vetting process and present only those that match.
We also provide ongoing support to ensure a successful onboarding process for your new hires.
By choosing our recruitment services, you can be confident that you are getting top-quality candidates ideal for your organization.
Our vetting process will save you time and money and give you peace of mind knowing that you have the best developers working for you.