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Delivering Real, Qualified Candidates in a Demand Driven Market

Best Practices in Screening with eTeki partner

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    The demand for IT professionals has grown exponentially. The need for qualified candidates far exceeds the pool of technically qualified candidates. Further, accurately determining who is technically qualified is challenging—it’s more difficult than ever to identify whether candidates have cloud, MEAN stack, DevOps, SDET, Linux, project management and other niche skills


    Staffing and recruiting professionals, often without current technical subject matter expertise, match hiring companies and technical people they believe to be qualified based primarily on keyword matches.

    Since many candidates embellish their resumes, recruiters must validate all candidates’ employment dates, certifications, skill sets, educational accomplishments, and depth of experience before submitting shortlists.

    Automated skills tests have limitations that make them unable to accurately determine whether candidates’ technical experiences exist at the levels required by job descriptions.

    Many employers have their own technical employees conduct candidate interviews, but this frequently creates problems. For instance, while these employees work in technology, their expertise may not align with the position requirements, leaving uncertainty around fit. Plus, relying on internal employees to perform interviews can result in delays in submissions and in completion of business-critical IT projects.

    Hiring managers waste limited resources on evaluating shortlists from multiple sources to increase their chances of getting a pool of technical qualified professionals to choose from later in the hiring process.

    MEAN Stack Engineer Success Metric

    Screened to Offer
    Placement Fees
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