RR-2041SAMPLE
2 × Backend (Go / Distributed)
Client: Global Fintech · 6-month initial SOW · High-throughput transaction settlement engine.
Skills to evidenceGoDistributed SystemsKafkaPostgres
Intervues
INTERVUES FOR COMPANIESPILOT
Hiring starts with a need.
Bring the need, not a job post.
Delivery managers, tech leads and founders post a concrete need brief. You get candidates with verified evidence of the actual work: shipped projects, mentor-merged PRs, objective skills graphs, and cited technical interviews.
✓ Success fee only when you hire✓ Zero cost to post a brief✓ Candidates never pay✓ Verifiable code receipts
WHO'S ASKING?
Every technical hire begins with an operational need.
Select your role to see how concrete requirements turn into targeted, evidence-backed shortlists.
WHERE THE NEED COMES FROM
A client SOW or change request turns into a resource request to the resource-management group. Billable start date is fixed.
THE PAIN POINT
“The bench doesn't fit; the external hire is slow; the client is waiting.”
THE INTERVUES ANSWER
Skip keyword-matching resumes. We match candidates who have already shipped relevant code, passed cited technical reviews, and opted in to speaking with your team.
RR-2041SAMPLE BRIEF
2 × Backend (Go / Distributed)
START · Billable from 15 Oct
Client: Global Fintech · 6-month initial SOW · High-throughput transaction settlement engine.
REQUIRED EVIDENCE:
GoDistributed SystemsKafkaPostgres
Matched on demonstrated evidence, not keywords
NEED → SHORTLIST PILOT
From a need brief to a shortlist you can defend.
- 01Need brief
- 02Match evidence
- 03Candidate consent
- 04Shortlist
Three candidates, each claim linked to its source: a merged PR or a cited interview moment.
Shortlist · 3 · every claim links to its source
- Candidate A 5 yrs backendMerged PR · idempotent payment ledgerTransactional outbox for exactly-once settlement events, merged after two review rounds. — Mentor-led project · merged by the mentorGoKafkaPostgresDistributed SystemsSHORTLISTED
- Candidate C 6 yrs platformCited interview · consumer-group rebalancingAt 14:22, walks through partition rebalancing without losing in-flight offsets. — Cited interview report · moment 14:22GoKafkaPostgresKubernetesSHORTLISTED
- Candidate F 4 yrs distributed systemsCited interview · backpressure under loadAt 09:40, sizes a bounded queue and names what gets shed first. — Cited interview report · moment 09:40GoDistributed SystemsKafkaSHORTLISTED
YOUR CULTURE, IN THE INTERVIEW
Your values shape the interview, and show up in the report.
Share the documents that define how your team works. The interview adds questions that probe for them, and the report marks alignment with cited moments, the same way it marks technical depth.
- Company values
- Engineering principles
- Team charter
- Client context
Used only to build your team's interviews.
Probing for: Ownership
“Tell me about a spec that was ambiguous and you shipped anyway. What did you decide on your own, and what did you escalate?”from values.pdf · §2 Ownership
| Ownership | MET | cites 18:04 |
|---|---|---|
| Written communication | MET | cites 22:40 |
| Customer empathy | CANNOT TELL | not probed deeply enough |
“Cannot tell” is a valid answer. The report never guesses at culture fit.
TEAM ONBOARDING // HIRING TEAM TOPOLOGYIN DESIGN
Structure your hiring team without chaos.
Align requisitioners, engineering managers, recruiters, and panel interviewers around verified candidate evidence.
TEAM TOPOLOGY // SELECT ROLE
ACTIVE SELECTION: REQUESTER (PM / TECH LEAD)Need Brief Author & Scope Lead
Defines the exact technical requirement, billable start date, and non-negotiable tech stack proficiencies.
GRANTED ACCESS CHIPS:
✓ View shortlist✓ View portfolios & graph✓ View live progress✓ Leave feedback✕ Approve hire
PERMISSION MATRIX
| Capability | REQUESTER | APPROVER | COORDINATOR | PANEL |
|---|---|---|---|---|
| View shortlist | ✓ | ✓ | ✓ | ✓ |
| View portfolios & graph | ✓ | ✓ | ✓ | ✓ |
| View live progress | ✓ | ✓ | — | ✓ |
| Leave feedback | ✓ | ✓ | ✓ | ✓ |
| Approve hire | — | ✓ | — | — |
HONEST DISCLOSURE
Roles and permissions are being designed now. Today the founder assigns them by hand during the co-pilot cohort.
VERIFIABLE ARTIFACTS
What your hiring team gets access to.
Every candidate dossier is assembled from real engineering receipts, never self-reported buzzwords.
REPOS & PRSLIVE
Portfolios & Merged Work
Code merged into mentor-led project repositories after review.
Profiles link to the commits, PR descriptions and mentor review comments from those builds.
SKILLS GRAPHLIVE
Skills Graph
6 sources de-duplicated into one graph of skills and projects.
Every claim carries its tier: stated, corroborated, or verified. Verified cannot be self-awarded.
BUILDER VELOCITYPILOT
Live Build Progress & Velocity
Real-time task completion, PR review cycles, and autonomy indicators.
Observe how a candidate plans tasks, handles code review feedback, and recovers from CI failures with candidate consent.
STRUCTURED CITATIONSLAUNCHING
Cited Interview Reports
Every score cites the transcript moment it came from.
Jump to the exact moment where the candidate reasoned through the design, instead of trusting a number.
CHALLENGESIN DESIGN
Compete Engineering Results
Objective proof from incident response tables, architecture auctions, and fork duels.
Verifiable receipts showing how candidates triage system failures and evaluate trade-offs under operational constraints.
TRANSPARENT TERMS // COMMERCIAL MODEL
Success fee, only when you hire.
A percentage of the first-year salary you offer (rate agreed on a call).
01
No subscription or upfront cost
Zero platform fees, zero search charges. You only pay when a candidate signs and joins your team.
02
Zero cost to post a need
Post as many need briefs as your team requires. We scope each one with you on a short call.
03
Candidates never pay
We never take placement fees, cuts of salary, or upfront application fees from candidates. Ever.
04
Invoiced on start, not on offer
The fee is raised only once the hire has started work with your team.
Schedule an onboarding call →No subscription · No upfront retainer · Zero candidate toll
SYSTEM GUARDRAILS
Built on explicit consent and honesty.
How we protect engineering candidates, company reputations, and the integrity of our verification signal.
CONSENT & PRIVACY
Candidate Opt-In & Revocation
Candidates explicitly choose which teams see their verified dossier. Consent can be revoked at any point from their dashboard.
ZERO TOLL ON TALENT
Candidates Never Pay
All placement success fees are paid entirely by hiring employers. We strictly prohibit any fee splitting or deductions from candidate salaries.
HUMAN DECISION-MAKER
Human Engineers Make the Hire
Algorithms match verified code and evidence to requirements, but human hiring managers and engineering leads conduct final interviews and make all offers.
CONTROLLED COHORT
Active Pilot Program
We are currently accepting a limited number of engineering teams into our private hiring pilot to ensure high-touch curation and quality.
Frequently asked questions.
Everything engineering leaders and recruitment teams need to know about our hiring pilot.
How does posting a need brief work?
Instead of writing an expansive 3-page generic job description, you specify the operational need: the squad, the billable start date or timeline, the critical technologies, and the exact kind of problem they must solve on day one.
How is this different from traditional recruitment agencies?
Most searches start from keyword-matched CVs. Intervues starts from evidence: merged PRs on mentor-led projects, cited interview moments, and a tiered skills graph. You review the receipts before the first call.
What does the candidate verification actually prove?
Every evidence card links to its source: code reviewed and merged by a mentor, or the cited moment in an interview transcript. It shows what someone actually did, not what their CV says.
When is the success fee payable?
The success fee is invoiced only after the candidate successfully starts work. If you don't hire anyone through our introductions, you owe zero.
Can our engineering panel review evidence before scheduling interviews?
Yes. Every shortlisted dossier includes the skills graph, PR links and cited transcript moments, so your panel can spend its time on the questions only your team can ask.