Interviewing Support

Engineering talent is frequently the most important asset in a technology company — and one of the most difficult to evaluate from the outside. Whether you’re replacing a departed leader, building out a portfolio company’s team, or standing up a net-new engineering function, getting the hire wrong is expensive. We help you get it right.

We support hiring across the spectrum: from Engineering leaders (Head of Engineering, VP Engineering, CTO) down to the individual contributors who are critical to delivery.

Our Three Engagement Formats

Interview Tracks

For firms or portfolio companies building out a repeatable, scalable hiring process. We design the full evaluation framework for a given role — tailored to your technical environment and business requirements.

What you get:

• A full question bank covering technical depth, systems thinking, judgment, and culture fit
• A structured scoring rubric so any interviewer can assess consistently
• A scripted screening call guide for your recruiters, with signals to look for and red flags to escalate

This is the right engagement if you’re planning multiple hires in the same role family, or if you want to leave your team with a durable hiring process after we’re done.

Interview Loop

A hands-on, end-to-end evaluation of a specific candidate. We take the work off your plate and give you a clear, defensible recommendation.

What we do:

• Review the candidate’s code repositories, public work, and resume
• Conduct a 60–90 minute structured technical interview
• Deliver a written assessment and hire / no-hire recommendation with specific rationale

This is the right engagement when you need an expert evaluation on a specific candidate — fast — without pulling your own team off of their work.

General Consulting & Advisory

Not every hiring challenge fits neatly into a process. Sometimes you need a thought partner to help you figure out what you actually need.

What this looks like:

• Helping you define the role, leveling, and scope before you start recruiting
• Reviewing your current interview process and giving candid feedback
• Sitting in on your team’s interviews and providing structured debriefs
• Advising on compensation benchmarking and offer strategy for competitive technical hires

Delivery

We deliver in days, not weeks. Technical hiring decisions often have a short window. We’re structured to move at deal speed — because a delayed hiring decision is a decision of its own.