A bad full-time hire in a technical role costs more than a wasted salary. It costs team momentum, delivery timelines, and the organizational trust that takes months to rebuild. recruit22 screens technical candidates with the depth required to tell the difference between someone who looks right and someone who actually is.
When a software engineer or security analyst doesn't work out, the post-mortem almost always surfaces the same finding: the signals were there during the process. A resume that didn't hold up under technical scrutiny. References that said less than they should have. An interview panel that wasn't equipped to evaluate the specific capability the role required. recruit22 is built to catch those signals before they become your problem.
Software engineers and architects, full-stack developers, backend and frontend engineers, technical leads, engineering managers, platform and infrastructure engineers.
Security engineers, analysts, GRC specialists, penetration testers, SOC analysts, incident response, identity and access management, cloud security engineers.
Data engineers, data architects, analytics engineers, business intelligence developers, data scientists, machine learning engineers, data platform leads.
Cloud architects, DevOps and SRE engineers, infrastructure engineers, network engineers, systems administrators, cloud migration specialists.
Directors of engineering, IT managers, technical program managers, project managers, delivery leads, and technology operations management.
Clinical systems specialists, EHR/EMR implementation and support, interoperability engineers, healthcare data analysts, compliance-adjacent technical roles.
We evaluate candidates against the actual technical requirements of the role — not the job description keywords. We ask the right questions to probe depth versus surface familiarity, and identify the gap between what someone claims and what they can demonstrate.
We cross-reference professional history, public technical presence, and claimed credentials against what we can independently verify. Inconsistencies get investigated before they become your problem.
Inflated resumes and outright fraudulent profiles are more common in the IT market than most hiring managers realize. Our screening is specifically designed to surface the signals — timeline inconsistencies, credential misrepresentation, fabricated project history — that a standard interview process misses.
Technical capability is necessary. It isn't sufficient. We evaluate how a candidate works — communication style, collaboration patterns, how they handle ambiguity, how they've operated in environments similar to yours.
We conduct substantive reference conversations — not box-checking calls. We ask specific questions about technical performance, leadership behavior where relevant, and the circumstances of transitions.
Tell us the role, the environment, and what hasn't been working.
