Hiring engineers isn’t the same as hiring general staff. Yet many companies still let traditional HR screening decide who reaches the engineering lead. The result?
📍 Strong candidates get filtered out incorrectly
📍 Wrong candidates move forward wasting leadership time
📍 Hiring cycles stretch for weeks
📍 Product deadlines suffer
NOT because talent doesn’t exist — but because screening was done by someone who doesn’t speak tech.
This is exactly where a technically fluent recruiter changes everything.
Where HR-Led Tech Screening Breaks
Even the best HR teams struggle with technical depth. Not their fault — it’s not their domain.
Here’s what usually goes wrong:
❌ Resume keywords = assumed skill
❌ Skill ≠ experience (and experience ≠ capability)
❌ “5+ years” doesn’t prove problem-solving ability
❌ Surface questions instead of real-world scenarios
❌ No ability to challenge answers or detect bluffing
Engineering leaders waste 10–30 hours per hire interviewing candidates who should never have reached them.
Time that should be spent building product — not filtering talent.
What a Technical Recruiter Does Differently
A technical recruiter doesn’t guess. They evaluate.
Here’s the shift:
| HR Screening | Technical Recruiter Screening |
|---|---|
| Keyword match | System design thinking |
| Checklist questions | Practical scenario testing |
| Generic communication filter | Code fluency & technical logic assessment |
| Depends on hiring manager | Reduces load on hiring manager |
| Filters by resume | Filters by capability |
Instead of pushing resumes forward, I stop wrong candidates early — saving founders & CTOs time.
My First-Round Technical Screening Method
No fluff — here’s what I evaluate before a candidate reaches a CTO:
🔹 Core fundamentals (not memorized answers)
🔹 Problem-solving thinking process
🔹 Real work examples, not textbook answers
🔹 GitHub / project demonstrability
🔹 Tech stack depth vs. surface familiarity
🔹 Culture & delivery expectations
Result?
You only meet candidates who can actually do the job.
Who Benefits From This Model
This works extremely well for:
💻 Startups building first engineering teams
🚀 Scale-ups hiring fast but can’t afford bad hires
🛠 CTOs tired of screening piles of resumes
💰 Leaders who want predictable hiring without full-time TA cost
Instead of interviewing 10 candidates, you interview 2–3.
And one of them is usually The One.
Why Work With Me
I come from QA & technical delivery background — not pure HR.
Which means I understand code, sprints, architecture discussions, QA pipelines.
I don’t push profiles; I filter them technically first.
You get quality interviews, not volume.
Final CTA
If you want to stop spending hours interviewing the wrong engineers — let’s talk.
I’ll show you how fractional technical recruiting reduces hiring time while improving candidate quality.
📩 Email to discuss your next hire: archan@arckits.com