Tell us the role. We bring you proven candidates.
You define the requirement. We source, screen and assess. You choose from a short list and hire directly.
What we need from you to start.
A clear role brief is the fastest route to a good shortlist. Send what you have and we will ask for the rest.
- Role and number of positionsJob title and how many people you need
- Technical skills and stackLanguages, frameworks, tools, domain
- Experience levelJunior, mid, senior, years in the stack
- Language requirementsWorking language and level
- Location and working modelOn-site, hybrid or remote
- Working hours and time zoneCore hours and overlap needed
- Compensation rangeSo we can screen for realistic expectations
- Expected start dateWhen the person should begin
- Assessment project scopeWhat a representative task looks like for the role
- Other selection criteriaAnything else that decides the hire
Selected? You get an offer letter and keep working while the visa is processed.
Your project does not wait for the paperwork. The chosen candidate starts working for the employer remotely, then moves in once the visa is approved.
- 1
You are selected
The employer reviews the short list and chooses the candidate. No interview round is needed.
- 2
Offer letter
The chosen candidate receives a written offer letter from the employer.
- 3
Remote work starts
The candidate keeps working for the employer remotely while the visa is processed.
- 4
Visa approved, move in
Once the visa is approved, the candidate relocates and joins the team on the full agreed package.
Visa decisions belong to the authorities and cannot be guaranteed. Salary and conditions are set by the employer in the offer.
What you can expect from us, and what we ask of you.
- 01
Fees agreed in writing, per role
There is no price list. Fees depend on the position and are confirmed in writing before work starts. Until the commercial terms are accepted, no fee is due just because a candidate was sourced or assessed.
- 02
A 60-day replacement guarantee
Our default terms include one replacement search if a qualifying early departure happens within 60 days of the candidate's start date, with the conditions and exclusions set out in the agreement.
- 03
12 months of introduction protection
When we introduce a candidate in writing, the placement fee applies if that candidate is hired within 12 months, whichever route the hire takes. If you already had a documented relationship with the candidate, tell us in writing within five business days of the introduction.
- 04
A decision window
We ask for a hiring decision or material feedback on the shortlist within ten business days where practical, because strong candidates do not wait.
The part we do not put on a web page.
The 15 days and the reports are only the outline. How we search, what a report really looks like, and how the agreement works are shared in a short private briefing for employers.
- Lithuania
- Estonia
- Latvia
Questions people ask first.
Why is there no interview?
Our standard process replaces the first-round interview with a 15-day practical project. You see how a candidate actually works, and you receive a report with the evidence. If you want to ask factual questions about a candidate or agree an interview for a particular role, tell us and we will arrange it.
Who employs the candidate?
You do. The selected candidate receives an offer letter from you, can keep working for you remotely while the visa is processed, and then joins your company directly, on terms agreed between you and the candidate. We are not the employer.
Is the assessment free work for a client?
No. The assessment project is built to evaluate skills. It is not used to get undisclosed productive work, and candidates never work on your production systems or customer data.
What does it cost?
Fees are agreed in writing for each role and depend on the position. Contact us with the role and we will send the terms.
What if the hire does not work out?
Our default terms include a 60-day replacement guarantee from the candidate's start date, with the conditions set out in the agreement. The terms for a specific role are confirmed in writing.
Do you handle visas and relocation?
Where a candidate needs a visa or relocation, the responsible party is agreed for each role, and we can coordinate when this is agreed in writing. The candidate can start working for you remotely after the offer letter, so your project does not wait for the visa. Immigration decisions belong to the authorities, so no outcome can be guaranteed.
Tell us the role.
Send the position, the stack and the start date. We reply with how we would source and assess it.