Recruiting the sort of people who add value hinges a disciplined approach and the right human conversations and flow. Our flow emphasizes optimal conversations and high touch over AI recruiting fortresses and transactional conversations that turn people off or leave them feeling handled.
We capture your narrative and unique circumstances. Recommendations are made. You execute yourself or we work with you as recruiting partners.
Our recruiter integrates with your hiring team. Name sourcing, community engagement, recruiting, filtering, screening, interview coordination.
Expeditious but measured due diligence including reference checks, offer calibration and presentation, and onboarding. Post placement follow-ups.
We represent your team under Your Logo for authentic and uncompromising conversation quality from go. Our full investment in the promotion of your employer brand, career page, job copy, and hiring collateral strengthens the "Why Join Us" message, builds candidate trust, and delivers the efficiency, context, and upside associated with a seasoned in-house recruiting function.
We operate as an extension of your internal team, covering all aspects of your recruiting lifecycle. This includes intake, sourcing, screening, interview coordination, candidate experience, reporting, and offer execution. The result is on par with or superior to an in-house recruiter team without the fixed cost burden or hiring ramp time.
We conduct thorough research, then build a role and geography-specific talent sourcing plan that takes into account developer user groups, conferences, compensation, and technical skill prevalence. This informs recruiting and executive decision-making.
The difference between recruiting done by others and recruiting the way we approach it begins with how we interact with the community. We spend time attending developer user groups, meetups, conferences, and hosting events-both ours and ones for our clients. In certain cases, we utilize micro targeted advertising and earned media to expose jobs to target audiences.
Our model is engineered for high quality precision and solid. Instead of high-noise-high-volume pipelines, we deliver curated, high-signal candidates well suited for your technical roles, mision, and team culture.
Effective hiring begins with comprehension of each client's unique mission, design language, and ecosystem. A company with a fully distributed team invests, interacts and communicates differently than on site or hybrid one. Every company is different. A developer driven culture is not the same as an MBA or sales driven culture, and a design driven company may take an even different approach. We invest in learning each company's technical roadmap, organizational design, growth milestones, and cultural norms.
Our recruiters possess hands-on technical experience with modern software stacks and the engineering challenges faced by venture-backed, commercial, and government contractor teams. We engage candidates credibly on intermediate to advanced application development topics, architecture patterns, infrastructure choices, frameworks, libraries, editors, large models, and real-world scenarios. This technical fluency improves qualification accuracy, shortens search cycles, and elevates the quality of candidates presented to engineering leadership. Risk flags and rationale summaries included for each candidate.
Retention is an ROI issue, not an HR issue. We evaluate not only competencies, but communication styles, problem-solving approaches, leadership behaviors, and alignment with each organization's stage-appropriate culture. The result: hires who integrate faster, stay longer, and materially contribute to reducing turnover.
We provide access to our work in real time and through reporting, shared folders, and structured communication with both candidates and hiring teams. The level of detail is fully customizable. We use our tools, systems, and processes but provide you with access to the work we do and hand it off to you in the wrap up.
We can build and maintain the recruiting infrastructure that early-stage startups typically lack but boards expect as well as work with your existing setup. This includes: ATS selection, setup, and optimization as well as compliance for commercial and government contracting organizations.
We screen for compatibility and interest in the company mission. For startups we seek to determine if someone fully understands and is on board with the unique ins and outs of startup compensation over time from an initial options grant to post exit earn outs.
We get to your team so we can illuminate things they will have in common and like about it. Fun isn't as important as fundamental cultural compatibilities—there are a lot of DMV developers who would straight up prefer to work in a government contractor type environment and others who prefer startups. A few can cross the chasm.
We do not push code tests, but take technical candidates through a very deep dive into the stack and any core tooling they should know for the role.
We look for accomplishments and warrants to support a candidate's agency. Not every developer is a founder, but we look for whether or not someone is capable of leadership, is self-directed, and capable of being entrepreneurial when it comes to problem solving.
Whether it is passion for design coming from a developer, or passion for clean and well documented code we try to spot people who take the extra time to put polishing touches on side projects, homeworks, and whatever they touch.
We can work with your tools, our tools, or both. SortIQ's third-generation recruiting, research, and sourcing tools are built by an elite practicioner. We build our custom tools using the latest open source tehcnology from the Natural Language Processing field, and have extensive experience utilizing frontier models to accomplish objectives they are particularly well suited for.