Technical Hiring
I don't just hire; I build teams. From designing coding challenges to conducting technical interviews, I help you find and retain the right engineers for SaaS, AI, and full-stack roles.
Overview
Hiring engineers is expensive and risky. As a Technical Hiring Manager, I mitigate that risk by designing rigorous, fair, and role-specific hiring pipelines. I have successfully hired 20+ engineers for international clients by focusing on real-world problem solving rather than LeetCode riddles. I help you define the role, test the skills, and close the candidate.
Ideal For
- Founders making their first 5 engineering hires
- Agencies scaling delivery teams for new client wins
- Remote-first SaaS teams hiring across time zones
- Companies replacing a broken or slow hiring pipeline
What's Included
- Custom Hiring Pipeline Design
- Technical Assessment Creation
- Live Coding Interview Conduction
- Candidate Scorecards & Feedback
Benefits
- Reduce time-to-hire by 50%+
- Avoid costly bad hires
- Build a culture of engineering excellence
What You Get
- 1A documented hiring pipeline your team can run without me by month 3
- 2Role-specific take-home and live-coding assessments calibrated to actual job tasks
- 3Reduced time-to-offer (median outcome: 3 weeks instead of 8)
- 4Higher 6-month retention because the bar matches the job
Process
Profile
Defining the exact technical persona you need.
Screening
Filtering candidates based on verified skills.
Interview
Conducting deep-dive technical discussions.
Closing
Helping you negotiate and onboard the talent.
Tooling & Stack
Common Questions
Do you only hire engineers from Bangladesh?
No. I have hired engineers across South Asia, Southeast Asia, Latin America, and Eastern Europe for international clients. The geographic mix depends on your budget, time-zone needs, and language requirements.
Can you run interviews on our behalf?
Yes. I act as an external technical interviewer for screening rounds, take-home reviews, and live coding sessions, then deliver structured scorecards your founders or hiring managers can use to make a confident decision.
How do you avoid LeetCode-style screening that miss real engineers?
I design assessments that mirror your actual codebase and product domain — small refactors, API design exercises, debugging real bugs from your repo. Candidates who are great at the work do well; candidates who only know algorithm puzzles do not.
