Hiring technical talent is one of a young company's most daunting tasks. Wilder Innovation can take the burden off your shoulders and help you find the right people for your team.
What Is Technical Recruitment?
Technical recruitment means we find, evaluate, and help you hire engineers. We write the job description, screen candidates, run technical interviews, and make recommendations. You make the final call, but we handle everything before that.
This isn't a staffing agency sending random resumes. We understand your product, your stack, and what kind of person will actually work in your environment. Then we find people who fit.
Most founders waste months interviewing the wrong candidates because they can't evaluate technical skills. We fix that. You interview fewer people and make better hires.
How It Works
We start by defining what you actually need. Not a wish list. A realistic profile based on your product stage, budget, and team structure. Then we write a job description that attracts the right people and filters out the wrong ones.
We screen every applicant. Review portfolios and GitHub profiles. Run initial technical conversations. Only candidates who can do the job make it to you.
Then we run structured technical interviews. Code reviews, architecture discussions, problem-solving exercises. We evaluate their work and give you a clear recommendation. You meet the finalists and make the decision.
- Define the role - Understand your needs, team dynamics, and realistic expectations
- Write the job post - Clear description that attracts the right candidates
- Source candidates - Post publicly, tap networks, reach out directly
- Screen applicants - Review portfolios, conduct initial technical conversations
- Run technical interviews - Evaluate code, problem-solving, and communication
- Make recommendations - Present finalists with clear assessments
Who It's For
Founders who need to hire engineers but can't evaluate technical ability. You know you need help. You're not sure if candidates are good or just sound confident.
- You're hiring your first engineer and don't know what to look for
- Your current team is stretched and you need to grow quickly
- You've interviewed twenty candidates and still haven't made an offer
- You hired someone who looked good on paper but can't deliver
Key Benefits
You hire faster and make fewer mistakes. Bad hires cost six months and damage team morale. Good hires compound. Getting this right matters more than almost any other early decision.
- Better candidates - We know where to find experienced engineers
- Faster process - Screening cuts your interview time by 70%
- Accurate evaluation - Technical assessment by someone who's built software
- Reduced risk - Fewer bad hires that have to be let go later
- Clear criteria - You'll know what to look for in future hires
- Market insight - Learn what candidates expect for salary and equity
Frequently Asked Questions
How long does it take to hire someone?
Four to eight weeks for a good candidate, assuming you're ready to move quickly. If you're slow to schedule interviews or make decisions, it takes longer. Speed matters in hiring. Good candidates get multiple offers.
Do you work on commission or contingency?
No. We charge a fixed fee or monthly retainer. Contingency recruiting creates bad incentives. We want you to hire the right person, not just anyone.
What if the person doesn't work out?
If they fail within the first 90 days due to technical ability, we'll help you find a replacement at no additional cost. But we can't guarantee culture fit or work ethic. That's on both of you.
Schedule a call to learn more about how we can help you hire the right people for your tech team.