For companies · US & Canada
Send us one role. Inside 48 hours you get a shortlist where every candidate arrives with a recorded screening call, a technical scorecard and a background verification report — so your first conversation with them is a decision, not a filter.
Candidates as they reach you — screened, recorded, verified
02 · 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.
03 · How it works
Four steps, and only two of them need anything from you.
Role, location, budget, must-have skills, and which of our checks you want run. The 48-hour clock starts when you submit, and you watch it in your portal.
Our recruiters take every candidate through a full screening call against your criteria. Anyone who doesn't clear it never reaches you.
Optional. An engineer in the candidate's own discipline runs it, scores it against your named skills, writes it up and shares the recording.
You run the rounds that matter to you. Once you're choosing someone, verification completes and the report reaches you before their first day.
From a requirement going live to your first screened candidates — with the screening call attached, not promised.
04 · 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.
05 · 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.
06 · 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
07 · 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.
08 · Request candidates
One form. It creates your Client Portal account and tells us who you need, so there is nothing to fill in twice. We review every company before opening access — usually within one working day — and there is nothing to pay to find out what we can do.
Creating the account takes a second; opening it takes a conversation. Access to candidate profiles is granted by a person here, which keeps competitors and data-scrapers out of the pool and protects the people whose details sit behind that login.