A shortlist is only useful if you can trust it. Every CV that reaches your inbox costs your team time to read, discuss and interview. That is why we put most of our effort into what happens before a candidate is introduced to you. Here is how our screening works, and why each step is there.

Step one: understanding the role properly

Good screening starts before we speak to a single candidate. We begin with a briefing call with the hiring manager, not only with HR, so we understand what the role really involves.

We usually ask about:

  • The problems the person will work on in their first six months
  • The stack in use today, and what is changing
  • Which skills are essential and which are nice to have
  • Team structure, seniority of colleagues and who the person reports to
  • What has gone wrong with previous hires for similar roles, if anything

This gives our recruiters a clear scorecard. It also helps us push back early if the requirements are unrealistic for the market or the budget.

Step two: local sourcing and first contact

Our recruiters work in the markets they recruit for. They know the local hubs, the employers engineers move between and how candidates prefer to be approached. First contact is usually in the candidate's own language, which tends to lead to more open conversations.

At this stage we are checking basic fit: location, working model, contract preferences, notice period and whether the candidate is genuinely interested in a move. There is no point presenting someone who would never accept your offer.

Step three: a structured screening conversation

Candidates who pass the first check have a longer conversation with the recruiter. This is structured around the scorecard, not a general chat. We typically cover:

  1. Recent work in detail. What they built, which decisions they made themselves and what they would do differently. Specific answers tell us far more than a list of technologies.
  2. Depth in the core skills. We ask questions that show whether someone has used a tool in production or only touched it briefly.
  3. How they work with others. Code reviews, disagreement, working with product and working across time zones.
  4. Motivation. Why they are open to a move, what they want next and what would make them stay where they are.
  5. Practicalities. Salary expectations, notice period and any constraints on start date.

For more specialist roles, we can add a short technical conversation with an experienced engineer from our network, so you get an independent view on technical depth.

Step four: consent and a clear write-up

We never send a CV without the candidate's consent. Before we introduce anyone, the candidate knows which company and which role they are being put forward for. This protects them, and it protects you from awkward situations where a candidate did not expect to be presented.

Each introduction comes with a short summary from the recruiter. It covers:

  • Why we think the candidate fits the role
  • Any gaps or risks we noticed, stated plainly
  • Expectations on pay, notice and working model
  • Points we suggest you explore in your own interview

We would rather tell you about a concern upfront than have you discover it in a final interview.

Step five: feedback and calibration

The first few profiles in any search are also a calibration exercise. Your feedback on them, even a few lines, helps us sharpen the scorecard. In our experience, searches move faster when the hiring manager reviews the first candidates quickly and tells us what they liked and what they did not.

Working with us

If you want fewer, better-matched CVs and a clear view of each candidate before you meet them, our tech recruitment team would be glad to hear about the roles you are hiring for.