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Recruiters gain

trust, credibility

Candidates are often reluctant to trust recruiters. Speaking their language will help you stand apart from other recruiters

Staffing firms gain

competitive edge

Hiring managers think ALL staffing firms are the same. Our tool lets you look more like a Sapient or Accenture than a staffing firm

Help shape

decision-making process

Your success is based on a manager reading a resume. We let you insert yourself into the hiring manager’s decision-making process

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From our blog

Technically qualifying without being technical

on May 20, 2018

Speaking to a developer can be daunting for a recruiter. This is especially true for a junior recruiter, but self-confidence is not a surrogate for detailed knowledge even when you are talking about a veteran recruiter. There are plenty of recruiters who kid themselves into giving themselves more credit than they deserve for being “technical”, but there are ways you can size up if a veteran candidate “gets it” or if they are a hack.

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Paper chokes 900-degree feedback loop into hiring process

on March 15, 2018

Paper does more to slow the hiring process than any other element. Managers are harried to meet deadlines and ship product, but most often serve as the gate-keeper who must approve resumes for a candidate to move ahead in the hiring process. It doesn’t matter how you qualify IT candidates, whether it is coding exercises, technical exams or a Manager or Team Lead doing a phone screen. If this step is triggered by a manager “approving” a resume, that firm is hamstrung by a 900-degree feedback loop that will unavoidably drag out the hiring process.

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Clients proving Custom Interviews accelerate hiring process

on February 19, 2018

Companies don’t hire generic Java or .NET developers. They have their own technology platforms and they look for talent with a blend of skills that go up and down their stack. Unfortunately, technical evaluation tools just test for individual skills or present a generic coding challenge that aren’t based upon any particular position. Hiring companies, however, have painfully specific requirements based on the unique stacks that have evolved to support their businesses.

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TechScreen client beats industry Interview-to-Offer ratio 70-17%

on March 1, 2017

From the time we launched our initial Beta for TechScreen in June of 2015, we were confident that were introducing an unparalleled tool that empowers IT recruiters to perform a meaningful screen on the front end of the hiring process. We just had a pilot customer put up results that surpassed expectations. Our client is a 30 year-old software firm that offers mid- and back-office software systems for buy-side investment firms, which collectively have $25 Trillion under management.

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