How we vet candidates

Goal: a fast shortlist without noise. We prioritize evidence + rubrics + remote-readiness.

1) Proof-of-skill (evidence)

  • Repo/PR history and work samples (not just CV keywords).
  • You’ll see evidence links inside the shortlist.
  • If GitHub is weak, we look for shipped projects + demos + tradeoff awareness.

2) Role/stack-specific rubric

We use rubrics to avoid gut-feel decisions. Exact criteria vary by role/stack, typically including:

  • Core technical ability (architecture, correctness, performance).
  • Quality habits (testing, review, safe releases).
  • Ownership (decisions, tradeoffs, ambiguity).

3) Remote-readiness

  • Clear async communication (written updates, good questions).
  • Reliability (follow-through, transparency).
  • Timezone overlap collaboration habits.

4) Shortlist + screening notes

A shortlist is not just names. Each candidate includes: strengths, risks, and interview focus questions.

Want an example?

Note: This is a practical process template — we adapt to your stage, team, and constraints.