A genuine technical assessment
Whoever assesses does the same job. A technical interview run by someone who is not technical measures the candidate's confidence, not their ability.
We find, technically assess and place IT profiles: support, development, databases, infrastructure and AI specialists. We do know what to ask.
What it solves
Whoever is hiring can rarely assess what they are hiring: the CV says what the candidate chose to write and the interview measures likeability. When the profile falls short, you find out three months in, with a project already committed and the search back to square one.
What is included
Whoever assesses does the same job. A technical interview run by someone who is not technical measures the candidate's confidence, not their ability.
Support, development, databases, networks, infrastructure, systems architecture and Artificial Intelligence specialists.
If you need it for six months, hiring forever makes no sense. And the other way round: whatever holds up the operation is better off being yours.
Dominican Republic, Venezuela, Colombia, Guatemala and Costa Rica. The best profiles are hardly ever looking: you have to go and get them.
Knowing their craft is not enough: they have to know what you use. A strong profile from another stack takes months to become productive in yours.
The first few weeks decide whether it works. We follow the fit instead of disappearing the day they sign.
How it works
What they will actually do, with which technologies and on which team.
With a hands-on test, not just an interview.
The first weeks get followed up, because that is when it is decided.
In detail
Someone excellent at a hundred-person company can sink at a ten-person one, where you have to do everything. We look at the context.
Someone very good in another technology takes months to perform in yours. If the deadline is tight, that settles it.
If one person is the only one who understands a system, their departure is a crisis. Plan the handover from day one.
Posting a job advert filters for who is available, not for who is best. Strong profiles have to be sought out.
An offer below market does not attract anyone; well above it unsettles the team already there. We say so before the search starts.
Most hires that fail do so because onboarding was handled badly, not because of the profile. That is why we stay alongside.
Who it is for
And you have no way to assess them.
And you are short of people just for that.
And the mistake cost months.
Common questions
From support technicians to systems architects, taking in development, databases, networks and Artificial Intelligence.
Yes, with a hands-on test and run by someone who does that same job. A technical interview by someone who is not technical measures confidence, not ability.
Yes. If you need it for six months, hiring forever makes no sense — and the reverse holds too.
Dominican Republic, Venezuela, Colombia, Guatemala and Costa Rica, with remote work possible depending on the profile.
We support the onboarding precisely for that: most failures are about the initial fit, not the profile, and they can be corrected if spotted in time.
Yes, before the search starts. An offer below market does not attract anyone, and well above it unsettles the team you already have.
And also
We will show you Specialist IT Staffing running on a case much like yours, with no obligation.