How we vet a contractor before the first introduction
Before a candidate's name reaches a client, they've already been through a process that filters for more than a matching skillset — availability, time zone overlap, and communication style all matter just as much as the tech stack.
It starts with the intake, not the resume
Most sourcing mistakes happen before anyone looks at a candidate — they happen at intake, when a role gets scoped too loosely. We treat the intake call as the most important 30 minutes of the whole engagement: what does "senior" actually mean for this stack, what overlap hours does the team need, and what does success look like at day 30, 60, and 90.
Screening for fit, not just keywords
[Placeholder — expand with your actual screening methodology: technical assessments, live pairing sessions, reference checks, whatever your real process looks like.]
- Technical depth relevant to the specific stack, not a general resume match
- Confirmed availability and time zone overlap with the client team
- Communication style — async-first teams need different strengths than teams that live in daily standups
Why a short list beats a long one
[Placeholder — this is where you'd explain your reasoning for sending 2–3 strong candidates instead of ten mediocre ones, and how that saves the client's time.]
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