dclunaverqostia.comRecruiting partner for technology companies
Structured process for technology hiring

Recruiting partner for technology companies with preliminary technical assessment built into every shortlist.

We do not operate as a general job board or anonymous staffing directory. Candidates are sourced, reviewed through a structured screening workflow, and presented with notes designed to improve clarity and reduce low-fit interviews for your internal team.

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Proof
Preliminary technical screen before presentation
Output
Shortlist rationale, notes, and role-fit context
Goal
Lower screening noise, not replace final interviews
Assessment ledger
Visible process artifact before shortlist delivery
1

Sourcing

2-4 days
CriteriaStack fitReviewerPipeline list
2

Technical screen

1-2 days
CriteriaCore depthReviewerScreen notes
3

Structured interview

1-3 days
CriteriaCommunicationReviewerScorecard
4

Shortlist

Final handoff
CriteriaComp fitReviewerCandidate pack

Hiring workflow

Four stages, one structured review path

We act as a recruiting partner for technology companies, not a job board. Each candidate moves through sourcing, a preliminary technical assessment, structured screening, and shortlist review before presentation to your team. The process is designed to improve clarity and reduce low-fit interviews.

Request a hiring review See the scorecard
  1. 01

    Sourcing and role alignment

    Role scope, market fit, and target profile confirmed before outreach.

    Duration
    1 to 2 business days
    Criteria
    Stack match, seniority, compensation band
    Reviewer
    Recruiter and delivery lead
    Output
    Search brief and outreach map
  2. 02

    Preliminary technical assessment

    Candidates are reviewed for practical fit before entering the shortlist.

    Duration
    1 business day
    Criteria
    Core tools, project depth, problem framing
    Reviewer
    Technical screener
    Output
    Screening notes and risk flags
  3. 03

    Structured screening interview

    Consistent questions create comparable evidence across candidates.

    Duration
    30 to 45 minutes
    Criteria
    Communication, ownership, role-fit signals
    Reviewer
    Recruiter with interview framework
    Output
    Candidate summary and fit rationale
  4. 04

    Shortlist and employer handoff

    Your team receives reviewed profiles with decision-ready context, not raw volume.

    Duration
    Same day after review
    Criteria
    Availability, compensation alignment, interview readiness
    Reviewer
    Delivery lead
    Output
    Shortlist package and next-step notes

Assessment logic

A scorecard built for technology companies, not a job board workflow.

We act as a recruiting partner for technology teams. Every candidate is reviewed through a preliminary technical assessment and a structured selection process before profile delivery. The scorecard is designed to improve clarity, reduce screening noise, and give your hiring team a consistent review baseline.

What employers receive

  • Shortlist rationale and role-fit observations
  • Candidate summary with compensation alignment
  • Screening notes, reviewer comments, and availability context
Criteria
Weight
Reviewer
Output

Core technical match

Stack relevance, depth in required tools, and examples tied to the target role.

40%

Technical reviewer

Fit note, risk flags, evidence summary

Problem-solving signal

Approach to trade-offs, debugging logic, and reasoning quality during structured screening.

25%

Recruiter + reviewer

Structured notes and follow-up points

Role context and delivery history

Product stage fit, team environment, ownership level, and scope of past work.

20%

Recruiter

Context summary and interview focus

Logistics alignment

Compensation range, notice period, location preference, and availability to proceed.

15%

Recruiter

Availability and compensation note

This framework is intended to reduce low-fit interviews, not replace your final technical evaluation. Your team still makes the hiring decision with clearer evidence in hand.

See the comparison Review timing and handoff

Comparison

Why a CV alone rarely gives enough hiring context

lunaverqostia.com is a recruiting partner for technology companies, not a general job board or anonymous staffing directory. Before a profile reaches your team, candidates move through preliminary technical assessment and a structured screening workflow designed to improve clarity and reduce low-fit interviews.

Review point
CV-only review
Structured selection
Technical signal before interview
Past titles, stack mentions, and self-described scope. Limited evidence on present hands-on level.
Preliminary technical assessment, role-relevant questions, and screening notes that show where evidence is strong or still unconfirmed.
Role-fit context
Requires internal recruiters or hiring managers to infer fit from broad experience summaries.
Shortlist rationale highlights scope match, delivery environment, seniority signals, and role-fit observations tied to the brief.
Interview load
More first-round calls are needed to filter motivation, communication, and baseline alignment.
Candidate summaries, screening notes, compensation alignment, and availability context help your team prioritize who should meet interviewers first.
Decision support
Useful as an initial document, but often missing the detail needed for fast internal comparison.
Structured outputs support employer decision-making without replacing final technical interviews or team judgment.

Expected outputs at this stage typically include candidate summaries, screening notes, compensation alignment, availability, and concise flags for follow-up. The process is intended to reduce screening noise before your interview loop begins.

Review scorecard criteria See timeline and handoff

Communication rhythm

Clear timing, visible updates, and defined feedback points

lunaverqostia.com works as a recruiting partner for technology companies, with preliminary technical assessment and a structured selection process before profiles are shared. Communication is designed to improve clarity, reduce screening noise, and keep hiring teams informed without adding extra meeting load.

What employers receive

  • Candidate summaries and shortlist rationale
  • Screening notes and role-fit observations
  • Compensation alignment and availability context
  • Escalation if feedback is delayed or criteria change
Step
Timing
Update loop
Output

Role intake and calibration

Scope, criteria, and must-have filters are aligned.

Day 0 to Day 2
Written recap after kickoff, then criteria confirmation before sourcing begins.
Search brief, score focus, and approval notes.

Sourcing and first outreach

Profiles are mapped to the agreed role shape.

First update within 3 to 5 business days
Progress note with market signals, response rate, and any constraint seen early.
Pipeline status and search adjustment recommendations.

Technical screen and structured review

Only screened candidates move forward to presentation.

Ongoing during shortlist build
Shared as each candidate clears review, not only in batch.
Summary, screening notes, compensation range, and availability.

Client interview feedback and next steps

Employer decision-making remains internal and final.

Feedback expected within 24 to 48 hours after interview when possible
Fast feedback loop to candidates, with schedule changes flagged immediately.
Decision summary, candidate messaging, and next-stage coordination.

If interview feedback slows down, the team raises it early so search momentum is preserved and candidate communication stays consistent.

Discuss your hiring timeline

Consultation request

Discuss your open role with a recruiting partner for technology companies.

We present candidates after preliminary technical assessment and a structured screening workflow, with shortlist rationale, screening notes, compensation alignment, and availability context. The process is designed to improve clarity and reduce low-fit interviews without replacing your final hiring decision.

Request a consultationReview engagement options

Output

Structured candidate packet

Focus

Role fit and interview signal

Next step

30-minute scoping call

  • Share target role, team context, stack, and interview constraints.
  • Receive a clear outline of screening criteria, reviewer involvement, and expected deliverables.
  • Move to contact when you are ready to discuss timing and candidate profile details.
dclunaverqostia.comRecruiting partner for technology companies

We help hiring teams review fewer low-fit profiles through preliminary technical assessment and a structured selection process before candidate presentation.

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Company

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Share the role, the stack, and the constraints. We respond with a clear view of scope and next steps.

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Designed to improve hiring clarity and reduce internal screening load.