CTOs don’t struggle to evaluate good engineers.
They struggle to find them fast enough.
What slows everything down?
Not tech.
Not interviews.
But screening noise.
Where hiring breaks for most tech teams
Senior developers spend hours on:
❌ Reviewing weak resumes
❌ First-round calls with wrong candidates
❌ Screening basics instead of solving architecture problems
And every hour spent screening is an hour lost in product velocity.
A $180k engineer spending 10–15 hrs/month interviewing?
That’s $8K–$12K/month burned before a single hire is made.
Hidden cost. Real damage.
Why this happens
A traditional recruiter can source —
but often can’t technically filter.
They push candidates upstream hoping engineering will filter later.
And engineering leaders become the filter.
That’s backwards.
What should happen in a high-functioning tech hiring system
First-round technical vetting should be handled by someone who can:
✔ read code, not keywords
✔ separate good engineers from résumé engineers
✔ probe fundamentals, design thinking, debugging ability
✔ reject fast — so engineering time is protected
Only pre-qualified, technically fit candidates should reach your engineers.
The result when you fix the bottleneck
Engineering finally gets to do what it’s hired for — building.
↳ Fewer interviews
↳ Faster technical decisions
↳ Shorter hiring cycles
↳ Better signal-to-noise ratio
↳ Product velocity goes up instead of down
Hiring feels lighter.
Scaling feels possible.
If you want your team to ship instead of screen
You don’t need more interviews.
You need better pre-screening.
📩 If your senior developers are stuck interviewing instead of building,
email archan@arckits.com — I’ll reduce your interview load and tighten your pipeline.