Hiring engineering without the lottery.
Scorecards, interview design, candidate evaluation, panel calibration — and the mentorship of your engineering managers that compounds long after we're done.
The problem we solve
Engineering hiring is a leaky funnel run on intuition. Vague scorecards, unstructured interviews, panels disagreeing on what they're measuring. We bring structure: clear competency frameworks, calibrated interviews, debrief discipline. The result is more confident hire/no-hire decisions and better hires per interview slot.
What we deliver
- 01Role scorecards with measurable competencies
- 02Interview process design: stages, signals, debriefs
- 03Take-home, pair-programming and system-design exercises
- 04Calibrated rubrics for each stage
- 05Interviewer training and panel calibration
- 06Final-round interview support by senior partners
- 07Compensation strategy and offer modelling
- 08Hiring manager mentorship through real loops
What you receive
- Documented hiring process your team can run
- Calibrated scorecards for the roles you're hiring
- Trained interviewers across the panel
- Final-round support when consequential offers are on the table
Areas we cover
Ideal for
- → Founders making their first senior engineering hires
- → Engineering leaders scaling from 10 to 30 engineers
- → Companies whose previous hires didn't work out
- → Teams overwhelmed by candidate volume without structure
How an engagement runs
- 01
Scorecards
Working sessions with hiring managers to define competencies and signals for the roles.
- 02
Interview design
Stages, exercises, rubrics — designed so signal is measurable and bias minimized.
- 03
Calibrate
Training and calibration sessions with your interviewer panel.
- 04
Run
We sit in on debriefs, support final rounds, mentor hiring managers through real loops.
How to engage
Hiring Setup
Scorecards, process and calibration delivered end-to-end.
Hiring Manager Coaching
Retained coaching for hiring managers running active loops.
Senior Hire Support
Final-round support and offer modelling for consequential hires (staff+, leadership).
Frequently asked.
01Will you do the interviewing for us?
We will sit on final rounds when offers carry weight. The day-to-day is your team — we exist to make them better at it, not to replace them.
Have a problem worth solving well?
Tell us the outcome you want. We'll tell you what it takes — honestly, within a week, in writing.
Start a conversation