Services overview

Recruiting for technology companies, with technical screening before candidate submission.

lunaverqostia.com is a recruiting partner for technology teams, not a job board or anonymous staffing directory. We source candidates, run a preliminary technical assessment, and apply a structured selection workflow designed to improve clarity and reduce low-fit interviews before your team enters the process.

Request a hiring discussion Review the selection process

Assessment first

Initial technical review before shortlist delivery

Employer handoff

Summaries, screening notes, and role-fit observations

Decision support

Compensation alignment and availability context included

Structured selection ledger

Visible hiring stages with expected artifacts for each employer brief.

01

Sourcing

2-4 days

Criteria: role briefReviewer: recruiterOutput: target listArtifact: outreach log

02

Technical screen

Pre-submit

Criteria: stack fitReviewer: technical assessorOutput: screening notesArtifact: score summary

03

Structured interview

1-2 days

Criteria: delivery historyReviewer: hiring partnerOutput: role-fit notesArtifact: summary sheet

04

Shortlist

Employer review

Criteria: team needReviewer: client panelOutput: candidate packArtifact: availability and pay context

Service scope

Structured recruiting for technology companies

lunaverqostia.com works as a recruiting partner for technology companies, not a public job board or anonymous staffing directory. Our scope is designed to improve clarity from intake to shortlist and intended to reduce low-fit interviews through preliminary technical assessment and structured screening before employer review.

See the process Discuss your hiring scope

1. Intake and search brief

Duration: 30 to 60 minutes

We define role outcomes, stack requirements, interview constraints, compensation alignment, seniority signals, and availability expectations. The result is a documented search brief used to keep sourcing and screening consistent.

2. Targeted sourcing

Output: active pipeline

We source against the agreed role profile across relevant talent channels and outreach lists. The goal is not volume. The goal is a narrower, better-matched pipeline aligned with the team structure and hiring context.

3. Preliminary technical assessment

Reviewer: role-matched assessor

Candidates are not only sourced. They move through an early technical screen and structured review that checks practical fit, communication quality, role-relevant depth, and risk flags before presentation to your team.

4. Shortlist preparation

Artifact: decision-ready packet

Employers receive candidate summaries, shortlist rationale, screening notes, role-fit observations, compensation alignment, and availability context. This is built to reduce screening noise and internal interview burden, while leaving final selection and final technical interviews with the employer.

Employer deliverables

What your team receives after each calibrated search

lunaverqostia.com works as a recruiting partner for technology companies. We do not send raw CV volume. Each presented candidate comes with a preliminary technical assessment, structured screening notes, and context designed to improve clarity before your internal interview steps.

Candidate summary

A concise profile covering current scope, seniority signals, stack depth, communication clarity, and change motivation.

Reviewer

Recruiter plus technical screener

Output

Structured summary note

Why it helps

Reduces first-pass ambiguity

Screening notes

Observed strengths, open questions, career constraints, and role-fit observations from the structured screening workflow.

Criteria

Experience fit, communication, ownership

Output

Interview-ready notes

Intended to reduce low-fit interviews

Technical scorecard

A preliminary technical assessment with scored dimensions relevant to the role, such as architecture depth, coding fluency, systems thinking, or tooling maturity.

Assessment format

Role-based score dimensions

Output

Weighted scorecard

Supports sharper interview planning

Compensation and availability context

Expected compensation range, notice period, location preferences, and current process status shared before employer interviews begin.

Context

Comp, timing, logistics

Output

Offer-planning context

Helps align process timing early

Role coverage

Typical hiring tracks for technology companies

We work as a recruiting partner for technology companies, not a general job board. Each search follows a structured selection path with preliminary technical assessment before profiles are presented to your team.

Pre-screened profiles Role-fit notes Compensation alignment

Backend and platform engineering

Typical roles include Backend Engineer, Platform Engineer, Tech Lead, and Engineering Manager for product and infrastructure teams.

Validation method

Architecture discussion, stack depth review, API design signals, ownership scope, and incident handling examples.

Employer receives

Shortlist rationale, screening notes, seniority view, availability context, and compensation fit.

Frontend and product interface roles

Coverage includes Frontend Engineer, Full-Stack Engineer with UI depth, Design Systems Engineer, and product-focused team leads.

Validation method

Component reasoning, state management review, browser behavior questions, collaboration patterns, and delivery examples.

Employer receives

Candidate summary, portfolio relevance notes, communication clarity, and role-fit observations.

DevOps, cloud, and security operations

Searches commonly span DevOps Engineer, Site Reliability Engineer, Cloud Architect, Security Engineer, and infrastructure leadership roles.

Validation method

Environment scale review, automation depth, reliability practices, incident response examples, and security ownership checks.

Employer receives

Structured screening output designed to improve clarity and reduce low-fit interviews.

Data, analytics, and applied machine learning

We support hiring for Data Engineer, Analytics Engineer, Data Analyst, ML Engineer, and related specialist roles.

Validation method

Problem framing, tooling depth, data quality ownership, stakeholder communication, and delivery context review.

Employer receives

Assessment notes, lunaverqostia relevance cues, expected notice period, and practical interview handoff context.

Our screening is intended to reduce noise and internal interview burden. Final hiring decisions and deeper technical interviews remain with your team.

See the review process

Service models

Choose the search model that fits your hiring scope

We work as a recruiting partner for technology companies, not a job board or anonymous staffing directory. Both models include preliminary technical assessment, structured screening, and employer-ready candidate notes designed to improve clarity and reduce low-fit interviews.

See pricing context Discuss your role mix

Best for

Ongoing hiring across defined technical roles

Commercial structure

Success-based fee after hire

Typical focus

Backend, frontend, DevOps, data, product-adjacent roles

Employer output

Shortlist rationale, screening notes, compensation and availability context

How it works

What your team receives

Parallel sourcing with structured screening before profile submission

Candidate summaries with role-fit observations and preliminary technical assessment notes

Flexible pace for recurring hiring needs

A review-ready pipeline intended to reduce internal first-pass screening load

Best when several roles may open over time

Clear submission packets while final interviews remain with your team

Service disclosure

What this service is, and what it is not

lunaverqostia.com works as a recruiting partner for technology companies. We are not a public job board, not an anonymous staffing directory, and not the final decision-maker in hiring. Our role is to source candidates, complete a preliminary technical assessment, and run a structured screening workflow before profiles are presented to the employer team.

What employers receive

Shortlist rationale tied to role requirements and hiring priorities.
Candidate summaries with screening notes, role-fit observations, compensation alignment, and availability context.
Preliminary technical assessment findings designed to improve clarity before internal interviews begin.
A structured process intended to reduce low-fit interviews and lower screening noise for hiring teams.

Assessment boundaries

Our assessment is an early-stage evaluation, not a certification of job performance and not a substitute for the employer's final technical interview, team interview, or reference checks.

We do not guarantee hire outcomes, acceptance rates, or hiring speed. The service is built to reduce internal review burden while leaving final selection authority with the employer.

Candidate feedback and recommendation depth can vary by role seniority, stack complexity, and interview scope.

For process details, review our structured workflow and service scope before booking a hiring discussion.

View process Review deliverables

Next step

Talk through your hiring brief before another round of low-fit interviews.

lunaverqostia.com works as a recruiting partner for technology companies. We source candidates, run a preliminary technical assessment, and apply a structured screening workflow before profiles reach your team. The process is designed to improve clarity and reduce internal screening noise, while your team keeps final interview and hiring decisions.

Shortlist rationale includedTechnical screen before presentationCompensation and availability context

What employers receive

Candidate summaries, screening notes, role-fit observations, and practical next-step guidance.

Structured

Book a consultation Review the process

Share the role scope, seniority, stack, and interview constraints. We will align on search priorities and explain how the assessment flow is intended to reduce low-fit interviews.

Recruiting for technology companies, with technical screening before candidate submission.

Structured recruiting for technology companies

What your team receives after each calibrated search

Candidate summary

Screening notes

Technical scorecard

Compensation and availability context

Typical hiring tracks for technology companies

Backend and platform engineering

Frontend and product interface roles

DevOps, cloud, and security operations

Data, analytics, and applied machine learning

Choose the search model that fits your hiring scope

What this service is, and what it is not

What employers receive

Assessment boundaries

Talk through your hiring brief before another round of low-fit interviews.

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