Using our 3-Point in-house approach, you can rapidly tap into top tech talent globally and hire engineers 40% faster while also saving 40% on salaries.
We dive into what you’re looking for, not just in terms of requirements but also an understanding of the type of person/team you’re looking for and what would make a great cultural-fit. From this, we then prepare 15-20 candidates for interview and assessment within 7-10 days or use our existing pool.
Based on your assessment through your interview and/or hiring process, we then collaboratively further shortlist the number of candidates and run them through a real life project to demonstrate their competence, thoroughness, professionalism, and integrity.
These candidates go through a language and cognitive assessment. The first step of the screening process is a comprehensive English language and communication interview evaluation using an in-person Cambridge English Assessment by a New Zealand based interviewer. We also assess personality traits, looking for candidates who are passionate and fully engaged in their work.
It's now time to make the most of your new resource. We'll help your team with inducting them as a new member and this usually includes: training, email and communication tools and scheduling regular check-ins. We understand that onboarding remote teams can be difficult and our goal here is to make the process as easy as possible so you can hit the ground running ASAP.
We then test each applicant's technical knowledge and problem-solving ability through various assessments via ADAface or HackerRank. We typically only advance candidates with exceptional results in this and communication ability.
Each exceptional candidate is interviewed by our screeners who are experts in their functional domain. Our tech-based screeners provide specific live exercises, looking for problem-solving ability, depth of experience, communication ability, and creativity.
"They have incredible technical aptitude, are great project managers and are world-class at communicating."
We then send you our list of shortlisted candidates, where you select the candidates that you would like to speak with and interview them. At this stage, you also get given the opportunity to run your own hiring process.
Note: You will receive assessment results and interview notes alongside candidate resumes.
Unlike other hiring services, we remain active and engaged well after recruitment, providing the support and infrastructure to foster a better team experience. With our Remote Management Ecosystem (the only of its kind), we empower teams with all the tools and support they need to succeed in a remote setting.
In addition to this, we support immigration of these world-class engineers into NZ & Australia, truly working towards solving the tech skills shortage we have.
Using our in-house tech panel, we rigorously vet candidates collaboratively with you, bringing you top tech talent and saving you a ton of time on vetting your engineers
Hiring international talent can mean a lot of legal red tape and paperwork. Lean on our expertise and partnerships, allowing you to avoid steep hidden costs, and bureaucratic nightmares that slow hiring to a crawl.
Happy engineers make great employees. PICWA campuses and the HR team are designed to support your team with remote-enabled workspaces and premium perks (such as free healthcare, dental and counselling).
When hiring in India, Colombia or the Philippines, you can expect to save 40% on salary costs, while working with the top tech talent.
To bring fast-growing companies elite engineering talent, PICWA hires across USA, India, and the Philippines with premium campuses in select tech hubs and end-end recruiting and talent management services to deliver and retain top talent.
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”We set an ambitious target of hiring 11 senior engineers within a month. To my surprise, we achieved that. During the entire process, PICWA felt like an in-house talent team and worked closely with us to find the right fit. forward 4 years and we're still working with the same team PICWA provided and have no idea how we'd operate without them.”