Our method

The recruitment process

1. 1

   Step 1 : Brief

   We take the time to understand the context: team, stack, what the role is about, must-have and nice-to-have criteria, salary range. We rewrite the brief and validate it with you.

   You get : A clear, shared job description.

2. 2

   Step 2 : Sourcing

   We tap our network and run targeted searches within tech. We favour fit with the need over volume.

   You get : A qualified pool, not a pile of résumés.

3. 3

   Step 3 : Technical pre-qualification

   A consultant who knows the stack talks with each candidate: projects, technical choices, real level, motivations and salary expectations.

   You get : A documented technical and human assessment.

4. 4

   Step 4 : Experience verification

   With the candidate’s consent, a validation request for their current role is sent by email to their employer, through our verification partner. The status of the request is part of the file.

   You get : A current role submitted for validation, not just stated.

5. 5

   Step 5 : Shortlist

   You receive a short shortlist. Each profile comes with a summary: background, strengths, points to watch, salary expectations, availability.

   You get : A shortlist with reasons.

6. 6

   Step 6 : Interviews

   We schedule the interviews, prepare candidates, collect your feedback and pass it on quickly.

   You get : A schedule kept and feedback both ways.

7. 7

   Step 7 : Offer and onboarding follow-up

   We help you build the offer and negotiate it transparently. We stay available during the onboarding period.

   You get : A hire that goes well, and keeps going well.

Our commitments

• Confidentiality of your projects and your candidates.
• Regular progress updates throughout the assignment.
• Salary transparency, on the company side and the candidate side.
• A replacement guarantee if the hire leaves during the probation period, under the terms of the contract.

Fees, durations and guarantees are specified in the contract of each assignment.