International engineers, proven by a 15-day project.
Skip the CV pile. We source and screen candidates abroad, have them complete a practical assessment built around your role, and give you a shortlist with the evidence.
The roles employers in Lithuania are hiring for.
We source and assess across the stacks below. If your role sits between two, send it anyway.
- 01
Backend and enterprise
Java · .NET · C# · Python · Ruby on Rails · PL/SQL and databases
- 02
Frontend and full stack
React · Frontend engineering · Full stack
- 03
DevOps and cloud
DevOps · Automation · Infrastructure security
- 04
Cybersecurity
Application security · Security engineering
- 05
Data and AI
Data engineering · Data · AI
- 06
QA and test automation
Quality assurance · Test automation
- 07
Embedded
Embedded C · C#
- 08
Business platforms
SAP · Dynamics 365 · Power Platform
- 09
Product and architecture
SaaS and product engineering · IT architecture
A CV tells you what people say. A project shows what they do.
Interviews reward people who interview well. Our assessment rewards people who deliver, which is the thing you are hiring for.
The usual route
- A CV that says what someone claims
- One or two interviews of an hour each
- A gut feeling about skills you cannot see
- A hire you learn about after the probation
With Vastorabaltic
- A project built around your actual role
- Fifteen days of tracked, reviewable work
- A report on quality, problem solving and communication
- A shortlist you can choose from with evidence
Nine stages. Four phases. One shortlist you can trust.
From your requirement to a direct hire, every step is defined, tracked and written down.
- 01
Define
You tell us what the role really needs.
- 01
Client requirement
- 01
- 02
Find
We look beyond one market and filter early.
- 02
International sourcing
- 03
Initial screening
- 02
- 03
Prove
Candidates show the work. We keep the evidence.
- 04
15-day practical assessment
- 05
Evidence-based evaluation
- 06
Report and filtering
- 04
- 04
Hire
You choose. The hire is direct.
- 07
Final shortlist
- 08
Client selection
- 09
Offer letter and direct hiring
- 07
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.