Employer Journey: 5 Steps from Intake to Offer
We follow a proven five-step method to source and secure top talent quickly. Each step is designed to provide transparency and reduce hiring risk:
Intake & Alignment:
We begin with a kickoff call to understand your goals, team structure, must-have skills, and constraints (e.g. tech stack, time zones, security requirements). This ensures we’re aligned on what you need and why.
Job Description Calibration:
Next, we refine or rewrite the role’s job description into a clear, testable spec. We map out the role’s key outcomes, required skills, and how each will be evaluated. (Only a calibrated JD enters our sourcing pipeline – this step guarantees we target the right candidates.)
Sourcing and Sprint Scheduling:
We then source candidates and schedule a dedicated Sprint Week (Monday through Friday) for interviews. All decision-makers’ calendars are aligned in advance, and 30-minute Zoom slots are pre-booked for that week. (By time-boxing interviews into one week, we maintain momentum and avoid drawn-out delays.)
Interviews (Sprint Week Execution):
During Sprint Week, you meet a curated slate of pre-vetted candidates in back-to-back interviews. After each interview, we collect structured feedback within 72 hours via a shared tracker. Daily updates each evening keep everyone in sync. (This rapid cadence gives you high-signal comparisons and keeps candidates warm.)
Offer and Follow-Up:
Finally, once you identify a top candidate, we facilitate the offer and acceptance. We help align on compensation, start dates, and any specifics to seal the deal. We also debrief with you and the candidate post-placement to capture feedback for continuous improvement. (Every Sprint Week concludes with a hire or clear next steps, plus lessons learned for the future.)
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Candidate Journey: Transparent, Fair and Fast
Our process is equally built around the candidate experience. We make a promise of respect, clarity, and efficiency to every candidate.
Transparent & Consent-Driven:
We explain the steps upfront and obtain your explicit consent before any recorded session. If we record an interview (for example, a coding session), it’s only shared with the hiring team for that role — never beyond. There are no surprise assessments; you’ll know exactly what to expect at each stage.
AI-Positive Interviews:
We explain the steps upfront and obtain your explicit consent before any recorded session. If we record an interview (for example, a coding session), it’s only shared with the hiring team for that role — never beyond. There are no surprise assessments; you’ll know exactly what to expect at each stage.
Structured & Fair Evaluation:
Every candidate is assessed against the same rubric. Two independent assessors score your technical interview in real time, then calibrate notes to ensure consistency. This two-reviewer system minimizes bias — your evaluation focuses on evidence of your skills (code, collaboration, debugging approach), not personal impressions.
Fast Feedback & Updates:
We know waiting on a hiring process is stressful. Our recruiting sprint week model means you’ll get updates daily. You’ll typically receive feedback within 72 hours of any interview. Throughout the week, we keep you informed on next steps, so you’re never left guessing your status.
AI-Collaboration Interview:
Live Technical Vetting with AI
Real Problem-Solving, Live:
We give the candidate a realistic programming task in a 60 to 90 minute screen-shared Zoom session. The session is structured in three parts: a brief to clarify the problem and requirements, a live coding period where the candidate builds a solution (with their environment and AI assistant of choice), and an interactive discussion to wrap up (where the candidate explains their solution and thought process). This isn’t a take-home test or a puzzle – it’s a collaborative working session that simulates real development scenarios.
AI in the Loop:
What We Evaluate:
Problem Decomposition: How well does the candidate break down the task into manageable parts and plan their approach?
Code Quality and Correctness: Is the produced code functional and clean? Does it meet the requirements and handle edge cases (we often include sample test inputs to verify this)?
Debugging & Tenacity: How does the candidate troubleshoot issues or errors? Do they methodically isolate problems and persist through challenges?
Security & Reliability: Do they consider aspects like security, performance, or reliability when appropriate (e.g. input validation, error handling, optimizations)?
Communication: Does the candidate narrate their thought process clearly and respond well to questions or hints? We value clear communication and reasoning.
AI Collaboration: Perhaps most uniquely, we judge how they use the AI assistant: the clarity of their prompts, how they verify AI-generated output for correctness, and how they handle AI refusals or hallucinations (incorrect suggestions). Every score is backed by evidence – we take notes on specific behaviors or decisions as they happen.
Two Assessors and Rubric-Driven Scoring:
Sprint Week Logistics: Fast and Coordinated
Running all interviews in one week requires tight coordination. Here’s how we make the Sprint Week efficient for everyone involved.
All-In-One-Week Schedule
We designate a specific week for your hiring sprint (usually Monday through Friday). All interviews with selected candidates happen within this window. By compressing the timeline, we maintain candidate excitement and get you to a decision quickly.
Calendar Coordination
Before Sprint Week begins, we lock in availability with everyone. We hold calendar slots for each interviewer on your team and each candidate, so there’s no back-and-forth scheduling during the week. Typically, we book 30 minute interview slots back to back, leaving buffer time as needed.
Shared Tracker
We set up a live tracker visible to your team. It lists every interview, with columns for stage, interviewer, scheduled time, and status. This tracker is updated in real time so you can see exactly where things stand at a glance.
Daily Updates
Communication is key in a sprint. You’ll receive a brief email each morning with that day’s schedule and every evening with a summary of outcomes. These updates keep both your team and the candidates in the loop, preventing any lapse in momentum.
Service Level Agreements (SLAs)
We ask upfront that feedback on interviews be turned around within 72 hours. These agreed-upon SLAs ensure the sprint keeps moving. If feedback is late, you’ll get a polite nudge, and we escalate if needed.
Minimal Candidate Downtime
Because of the structured schedule and quick feedback loops, candidates stay warm and engaged. No one is left waiting weeks only to forget context or take another offer. Sprint Week creates a positive experience where candidates feel the process moving forward each day.
Schedule a 15-Minute Intro Call
Talk about your role. If you’re ready to hire AI talent, reach out to us. Prefer email or have general inquiries? You can also reach us directly at [email protected]. We’re based in Silicon Beach, Los Angeles, and serve startups and tech companies nationwide. If you’re an AI/ML engineer looking for new opportunities, feel free to get in touch as well — we’re always excited to meet great talent.