How we screen engineers
Every engineer goes through the same steps before we share a profile with you. Engineers never pay us, and we ask before we send their profile to any company.
- Form check: years of experience, main stack, English level, country and the hours they can work. Junior engineers (0 to 2 years) and profiles outside engineering stop here. That rule is for our engineering pool. When a company hires us for a product, design, security, IT or marketing role, we screen candidates for that role instead.
- Screening call: a video call held in English. We look at how clearly they explain technical work, their real years in the main stack, one project in depth (what it did, their part, the architecture, one tradeoff), how many hours they overlap with your team, their notice period and their pay expectations.
- Finalists for your role: two references from a former manager or tech lead, your own technical step or a short live exercise if you want one, and a check that their LinkedIn, CV and call tell the same story.
We score English, technical depth, communication, hours overlap, job stability and how well their expectations fit the market. You only see engineers who score high on English and technical depth.
The first profile you see has no name or contact details: stack, years of experience, two real projects, working hours and notice period. We share the name when you ask for an interview and the engineer agrees.
What it costs
You pay only if you hire someone we introduced. The fee is a percentage of the hire's first-year pay, and we give you the exact rate in the quote before any work starts. There is no upfront fee, and the shortlist is free.
If the hire leaves within the first 90 days, we look for a replacement at no extra cost.
What stays with your company
Boecia Talent only recruits. We never employ the engineer, run payroll or sign the employment contract. Your company interviews the engineers and decides who to hire, runs its own technical interview or test if it has one, and hires the engineer directly, as an employee or a contractor, or through an employer of record such as Deel or Remote. Pay and day-to-day management stay with you once the engineer starts.
To compare the ways to hire, see contractor or employee in Latin America and recruitment agency, staffing agency or employer of record.
Questions companies ask
How much does Boecia Talent charge?
A percentage of the hire's first-year pay, paid only if you hire someone we introduced. The exact rate is in the quote before any work starts.
Do I pay anything if I do not hire?
No. There is no upfront fee, and the shortlist is free.
What happens if the hire leaves early?
If the hire leaves within the first 90 days, we look for a replacement at no extra cost.
Who employs the engineer?
Your company, directly, or an employer of record such as Deel or Remote. Boecia Talent never employs the engineers it recruits.
Do you test technical skills?
The screening call goes through one project in depth. For finalists we add two references and your own technical step, or a short live exercise if you want one.
Related guides
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