Step 1: Discovery & Align

This is where we dive deeper into your role requirements and dissect it alongside you, so we can gauge a true understanding of the type of engineer you’re looking for in terms of technical skills and also the type of culture your team has. 

All this information is critical for us to find talent that are good-fit, so we don’t waste your precious engineering time on candidates that aren’t a good-fit and also deliver at a quicker pace. 

Step 2: War For Talent

In order for us to outperform traditional recruitment methods, we need to be able to represent your company and role in the best possible way. 

In this segment, we convert your writtenJD into a videoJD, where we showcase your culture, your company vision, your role requirements, growth opportunities and L&D benefits. 

This helps your role stand out in the market and influences candidates to continue with your hiring process, allowing us to also sell your company effectively to candidates. 

Step 3: Communication Assessment

Using our New Zealand based staff, we interview for both verbal and written English communication ability. This is done within a 15 minute interview where we run through conversations about a couple of scenarios and also see if the candidate can perform multiple conversational responses via email. 

Poor communication skills can break a remote-work arrangement, therefore we take this segment of vetting incredibly seriously. 

Step 4: Code Review or Live Assessment 

This is how we deliver 40% faster and promise not to waste your engineering team’s time in interviewing.
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Over the years, we’ve built a tech panel of former tech leaders, where they do either a ‘Code Review’ or ‘Refactor Live Code Exercise’ of candidates to see if their work/ability is consistent with what they’re claiming to be proficient in. 
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Our goal is to align and enhance the candidate expereince, so if you’ve got a technical round or test, we’d incorporate this into this round. - Saving your company time and also speeding things up. 

Step 5: Your Interviewing Process 

We then send you a list of shortlisted candidates and their interview notes/results, where you select the candidates that you would like to run your own hiring process

Clients typically run a 2-step hiring process, where they check for culture-fit in the first round and then do a technical round in the final round before making a decision.

Step 6: Offer & Negotiations

We’ll take care of negotiating with the candidate using our local HR teams, striving to secure the engineer with a fair offer that the candidate is happy with. Having a binding offer letter signed and also the employment agreement, where IP protection and confidentiality is enforced. 

Step 7: Immigration

This is where we're flexible. The engineer can be immigrated via your organisation, where we'll just help with co-ordination between your legal partner, your company and your engineer. Otherwise, we have preferred partners that can assist with the immigration process for your engineers.