Everyone screens for what an engineer can already do. Nobody screens for how fast they'd get good.
We send a senior engineer to build what your product needs now. Pair your new hire with our engineer and see their code quality increase throughout the engagement.
This isn't just your hiring problem.
The talent gap is showing up across companies. A widely shared post made the same point: hiring overlooked people only works when someone is willing to develop them.
“It's always crazy to me how bad the talent strategy is … at so many companies.”
The post calls developing people who are late on the AI adoption curve one of the strongest talent opportunities right now.
You already know the play.
Hire people the market has underpriced, make them good, and in a year you have engineers you could never have outbid for.
It isn't a secret. It's just a grind. Someone senior has to sit with that person every day for months. At your company that someone is you, and your hours cost more than anyone's.
So it doesn't happen. Eight weeks later you're reading their pull requests at eleven at night and shipping less than you did before they started.
We do that part.Your job post gets better without paying more
You can't outbid the market. You can out-offer it.“You'll pair daily with a senior engineer on production systems for your first twelve weeks.”
A better first job than most people get at any salary — and it costs you nothing extra, because you're buying the engineering anyway.
One engagement.
Two kinds of velocity.
Product ships. People accelerate. Neither has to wait for the other.
- 01
Your roadmap ships. Your product scales.
A senior engineer joins for 12 weeks and builds what your product needs now—the backend, architecture, or AI work that creates real leverage. This is outcome-based delivery.
- 02
Your engineer works beside them, every day.
Same tickets. Same reviews. Same incidents. In one sprint, they get more focused time with a senior engineer than most teams can offer in years.
- 03
We screen against your actual work.
Still hiring? We join technical interviews. We have already scoped the sprint, so candidates talk through your stack, architecture, and the problems waiting in week one.
We're not checking what someone can do today. We're working out how fast they'd get good—and we can make that call because we're coding with them.
We don't find your candidates.
No pipeline, no CVs, no headhunting. You find your people, interview them, decide, and hire them.
No placement fee, no percentage, no cut. We're outcome-based.
Not everyone levels up. You'll know by week four.
Some people don't have it, or don't want it, and no amount of pairing changes that. The expensive version of that mistake is finding out in month nine.
At week four you get a straight answer from the engineer sitting next to them: keep going, or this isn't going to work. We'll tell you either way.
Not syntax. They can already code.
In 2026 they can write more code in a day than you can read in a week. What they can't do yet is tell you which of it to keep. That's judgment, and there's no course for it — you get it sitting next to someone who has been wrong about it before.
What you're investing in.
12WEEKS- 01
12 weeks, fixed fee, senior engineering
↗ - 02
Scoped Sprints, Notion Notes, Slack Tickets being tagged to Devin - We can handle it.
↗ - 03
By week 12, your engineer ships high quality code across the stack
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Let's increase your engineering velocity.
Founder to founder. No bullshit. No hidden angles.
They learn your standards, not ours. Decoding a founder's codebase and working out how they think is what we do for a living.