IT staffing · United States & Canada
Solnity runs both ends of the same hire. We take over the job search for candidates, and we screen, record and verify every person a company meets — so the only conversation left is the one that matters.
Both sides of the same pipeline
Enroll once. We tailor your resume to every role, apply on your behalf, chase the follow-ups and brief you before every round.
Send us one role. Inside 48 hours you get a shortlist carrying a recorded screening call, a technical scorecard and a background verification report on every candidate.
02 · For companies
Tell us the role. Inside 48 hours you get a shortlist where every candidate arrives with a recorded screening call, so your first conversation is a decision rather than a filter.
Role, location, budget, must-have skills. The 48-hour clock starts when you submit, and you can watch it in your portal.
Our recruiter takes each candidate through a screening call. You get the recording with the profile — hear them before you give up an hour.
Optional: a Solnity engineer runs the first technical interview, scores it, writes it up and shares the recording. You start at round two.
Identity, right to work, education, employment history, references and criminal record — checked with the candidate's written consent, reported to you before onboarding.
From a requirement going live to your first screened candidates — with the screening call attached, not promised.
03 · For companies / What you receive
Not a resume and a phone number. Everything your hiring manager needs to decide whether this person is worth an hour of their time — assembled before you see them.
A full conversation with one of our recruiters, not a summary of one. You hear how they explain their own work, in their own voice, before you commit a calendar slot.
Where we've run a technical round: scores against the skills you listed, plus a written note from the engineer who ran it — strengths, the gap they'd probe next, and whether we'd put this person in front of a client again.
Identity, right to work, education, employment history, references and criminal record — run with the candidate's written authorisation, reported to you before onboarding.
Reformatted to one consistent layout so your team compares like with like, with the candidate's contact details removed until you request an interview.
Notice period, earliest start date, and work authorisation status — asked directly and confirmed, not inferred from a resume.
We've had the money conversation before you do. If their expectation doesn't fit your band, you never see them — and you never lose a week finding out at offer stage.
04 · For companies / Everything we handle
Most agencies stop at "here are three resumes." Here is the full list of what moves off your desk and onto ours — and the short list of what stays yours.
05 · For companies / Ways to work with us
Pick the one that matches how you're hiring. The work we do before a candidate reaches you doesn't change.
The consultant is on our payroll. We handle the contract, timesheets, statutory deductions, insurance and monthly invoicing — you get the work and one invoice. Standard for project-length needs where you want capacity without adding headcount.
We source, screen, technically assess and verify; the candidate joins you directly as your employee. You run your own interview rounds on top of ours, and we stay in the loop through offer, paperwork and the first weeks.
Starts as a contract with us, converts to your payroll once both sides are sure. The conversion terms are agreed up front so nobody renegotiates under pressure at the end.
You already have applicants — you don't have the hours. We run the screening calls and the first technical round against your criteria, record everything, score it, and hand back a ranked shortlist. Nobody is placed; we're doing the filtering.
06 · For companies / What screening actually means
So here is exactly what ours covers, and what you get out of each one. Compare it against whoever you're using now.
You receive the recording, plus a short written summary. If a candidate fails this stage you never see them.
You receive the recording, the scorecard and the note — and you start your process at round two instead of round one.
07 · For companies / Background verification
Run through an accredited screening provider with the candidate's signed authorisation, and reported to you before onboarding. You get a clear result per check — never the underlying documents, which stay with us.
Government photo identification checked against the name used on every application and document in the file.
Status confirmed for the country the role sits in, including whether sponsorship would be required and by when.
Qualifications confirmed with the awarding institution — degree, field and year, not a copy of a certificate.
Each employer on the resume contacted to confirm dates, job title and reason for leaving. Gaps and overlaps are reported rather than smoothed over.
Two references who actually managed the candidate, spoken to directly. You get the substance, not a line saying references were satisfactory.
Checked at the level the role and jurisdiction allow. Where a result needs context, the candidate is given the chance to give it before anything reaches you.
Verification runs only after a candidate has signed an authorisation for that specific role · Results are shared with one client, for one hiring decision · Reports are retained under our data policy and deleted on schedule
08 · For companies / How we're paid
No retainer, no subscription, no fee to see candidates. The screening calls, the recordings, the technical rounds and the background checks cost you nothing — they're how we earn the placement, not a line on your invoice.
Posting a requirement, browsing profiles, requesting a candidate, the screening call and its recording, the first technical round, and background verification. Every one of those happens before you've committed to anything, and none of them is charged.
The consultant is employed by us. You're invoiced one all-in hourly rate for hours worked, and our margin sits inside that rate — there's no separate fee. Timesheets, statutory deductions, insurance and remittances are ours to handle.
Invoiced once, after the person starts. Nothing is due at offer, at acceptance, or if they don't turn up on day one — the fee follows a start, not a signature.
No contract to sign to receive a first shortlist. If the candidates aren't right, tell us why and we'll recalibrate — or walk away having lost nothing but two days.
09 · The shift
Most people lose the search not on ability, but on volume and timing — too few applications, sent too late, with a resume that never matched the posting.
10 · How it works
A 30-minute call to understand your experience, work authorisation, target roles, locations and salary. We turn it into a master profile every application draws from.
You: 30 minutes, onceWe track live openings across job boards and company career pages, match them against your profile, tailor your resume to each posting, and submit — under your name, with your approval on anything sensitive.
You: nothingRecruiters follow up on submissions, take the first screening calls, and brief you before every round — the company, the interviewer, the questions they actually ask.
You: interviews onlyYou focus on the conversation. We handle scheduling, negotiate the rate, and stay with you through paperwork and your first weeks on the job.
You: show up and be good11 · What we handle
Not one resume for everything. A version built against the actual posting, so it survives the screening filters.
Consistent submissions every working day, so your search doesn't stall the week you're busy.
We watch openings as they appear. Being in the first batch of applicants changes the odds more than anything on the page.
Every submission gets chased. Silence is a step in the process, not the end of it.
Mock interviews, the interviewer's background, and what that company actually asks.
Sign in any time to see exactly where every application stands. No wondering what we're doing.
12 · Roles we place
We run both markets separately: candidates in the US into US roles, candidates in Canada into Canadian roles — contract, contract-to-hire and permanent. If your title isn't listed, it's still worth asking: these are the areas we work in most, not a closed list.
13 · Who it's for
We only take on candidates we think we can actually place. If that isn't you, we'll say so on the first call instead of enrolling you and going quiet.
14 · After you apply
Within 2 working days
A recruiter reviews your resume and comes back either way — including if we don't think we're the right fit.
That week
Your experience, authorisation, target roles and salary. Honest read on your timeline.
Days 2–4
We build your master profile and the resume versions each posting will need.
From day 5
Submissions start, and your portal goes live so you can watch every one.
It's the target every part of this is built around, and it's how we measure ourselves. It isn't a guarantee: your experience, your location, your work authorisation and the state of the market when you enroll all move that number. We'll give you an honest read on your own timeline during the intake call rather than repeat a figure we can't stand behind for you specifically.
15 · Success stories
Five placements from our own record — the role, the industry they landed in, and how long it took from enrolment to signed offer.
Candidate and client names withheld · Five from our record, chosen to show the range · 30–120 days
16 · Enrollment
We take on a limited number of candidates at a time so every one gets a real recruiter. Send this through and we'll come back to you within two working days about whether we're the right fit for your search, in whichever of the two markets you're in.
Already enrolled? Sign in to your portal →
17 · Questions
Two sets — the ones hiring teams ask us, and the ones candidates ask us.
If you're hiring
No. Send us one role and we'll come back with a shortlist. Terms are agreed before anyone starts work, not before you're allowed to look — if the candidates aren't right, you've lost two days and nothing else.
It's the window we work to from the moment a requirement goes live, and you can watch the clock in your portal. What lands in 48 hours is the first screened candidates, not necessarily the full shortlist — a niche stack in a specific city takes longer than a QA Analyst in a major market, and we'll tell you which one yours is on the intake call rather than let the clock run out quietly.
A recorded 30–45 minute call with one of our recruiters covering their real role on each project, depth on the skills your requirement names, work authorisation, notice period and compensation expectation. You get the recording, not a summary of it. Optionally we also run a first technical round with an engineer in the candidate's discipline, scored and recorded. Anyone who fails the screening never reaches you.
Yes — that's the point of the recordings. Every candidate profile in your portal carries the screening call, and the technical round where we've run one. Recordings are shared under the candidate's written consent, can't be downloaded, and access is logged.
Candidates are identified by reference until you request an interview. It protects their personal data before they've agreed to be introduced to you specifically, and it keeps the process running through us. The moment you commit to an interview, the full profile unlocks.
Depends on the engagement. On contract, the consultant is on our payroll: we handle the contract, timesheets, statutory deductions, insurance and monthly invoicing, and you get one invoice. On full-time placement they join you directly as your employee. Contract to hire starts with us and converts to you on terms agreed up front.
Replacement terms are agreed in writing before we start — the window, and whether it's a free replacement or a refund. Ask us on the intake call and we'll put it in the agreement rather than leave it to a conversation later.
Tell us why and the next batch moves. We would rather recalibrate twice than send you volume and let you do the filtering — that's the job you were trying to hand over.
Not with your name on it unless you ask. We can approach candidates with the role described and the company withheld, which is usually what confidential replacement hires need.
Nothing until you hire. Posting a requirement, browsing profiles, the screening call and its recording, the technical round and background verification are all unbilled. On a contract placement the consultant is on our payroll and you pay one all-in hourly rate with our margin inside it. On a full-time placement we invoice a percentage of first-year salary, once, after they start. The rate is agreed in writing before we begin.
Yes, but separately. We place candidates who already have the right to work in the country the role sits in. We don't do cross-border moves or relocation sponsorship.
If you're looking for a job
We go through costs with you on the intake call — before anything is agreed and before we start work. Nothing is charged when you send the enrollment form.
No. We run the two markets separately — candidates in the US are placed into US roles, and candidates in Canada into Canadian roles. We don't handle cross-border moves or relocation sponsorship, so if that's what you need, we're not the right fit.
No. You see every role in your portal, and anything you'd rather we skip, we skip. Your name never goes anywhere you haven't agreed to.
We work to a 90-day placement goal from the day you enroll — that's the target the whole process is built around. It's a goal rather than a guarantee: your experience, which country you're in, your work authorisation and the market at the time all change it. On the intake call we'll tell you honestly where we think you'll land, instead of repeating 90 days at someone it doesn't fit.
Sometimes. It narrows the pool considerably, and we'll tell you plainly on the first call whether we think we can help rather than enrolling you and hoping.
IT roles — development, data, QA, business analysis, cloud and support — on contract and permanent terms.