How we vet
Five stages, roughly one engineer in twelve accepted, and your own interview before anyone starts work.
The ratio is the claim
Every offshore vendor says its engineers are pre-vetted. The only version of that claim worth anything is a number: how many people are assessed for each one who reaches a client. Ours is about 12 to 1, an acceptance rate of roughly 8%.
We publish it because the comparison is useful to you. A vendor accepting a third of applicants is running an administrative screen and transferring the real assessment to your interview process.
What we are screening for
Technical depth on the actual stack, not on interview puzzles. Judgement under changing requirements. And the willingness to say “that will not work, here is why” to a client — the single most common complaint about offshore teams is that they agree with everything, and it is a screening failure rather than a cultural inevitability.
- Stage 1CV and experience screen against the role brief
- Stage 2Technical assessment on the actual stack, reviewed by an engineer who works in it
- Stage 3Live pair-programming or systems interview
- Stage 4Communication and overlap-fit interview conducted in the client's working hours
- Stage 5Reference and identity verification
- Then youYou interview the shortlist yourself, in your own hours, with your own questions. Nobody starts on your work before that.
After they start
First two weeks
If someone is wrong, we replace them and you do not pay for that engineer's time. No argument about who decides.
Every week
A written note from our side on output and anything at risk. Problems should reach us before they reach your retrospective.
Retention
86% engineer retention, and an average client relationship of 19 months. Churn on our side is your disruption, so we treat it as our problem.
Questions
Vetting and replacement
- Why publish an acceptance rate?
- Because a high one means a low bar. If a vendor accepts most applicants, the screen is a formality and the risk lands on your interview process. One in twelve is the number we run at, and you should ask every vendor for theirs.
- Do we have to interview?
- You do not have to, and you should. Every client who skipped it has regretted it at least once, and it is the single cheapest piece of risk control in the process.
- What if the engineer is wrong after a month?
- Tell us early. In the first two weeks we replace and you do not pay for that engineer's time. After that we replace and overlap the handover, with the cost shared — the exact terms are in the agreement rather than decided in the moment.
- Do you run background checks?
- Identity, education and employment verification as standard, and criminal-record checks where the role or your policy requires them. What is available in India differs from your market, and we will tell you exactly what we can and cannot evidence rather than implying parity.
- How do you test communication?
- One interview stage happens in your working hours and is conducted as a working conversation — explaining a technical decision, disagreeing with a proposal, raising a risk. Engineers who cannot push back politely do not pass, because a team that never disagrees with you is not useful.
Send us one role brief
One page is enough: the stack, the seniority, the first month of work and the hours you need covered. Three shortlisted CVs come back within 48 hours, with the rate band and notice period attached.