Recruiting: vetted engineers, matched to your team.
Tell us what the person will own, not just the keywords on the job description. We source globally, interview candidates ourselves, and send a short list with clear reasons each person fits the work, whether that is product engineering, cloud and quality, or machine learning and AI agent systems.
Hiring engineers is slow, noisy, and expensive.
Job boards bury you in resumes that don’t match.Screening eats your team’s time.And a single bad hire costs months.
Korvante brings clarity to chaos so you can hire the right engineers, faster.
Across the whole technical team.
AI and ML
Applied AI engineers, machine learning engineers, AI agent engineers, data scientists, and ML platform engineers.
Models, pipelines, and the engineers who run them.
Software engineering
Backend, frontend, and full-stack engineers across .NET, Java, Python, JavaScript, and TypeScript.
The core of most teams we staff.
Mobile
iOS and Android developers.
DevOps and cloud
DevOps engineers, cloud architects, and platform engineers.
Quality
QA engineers, QA analysts, QA automation engineers, SDETs, mobile QA, API QA, and test leads.
Leadership
Product managers and engineering managers.
People who have run real delivery before.
Don’t see the role you need? Tell us. We recruit across the full technical org.
You tell us the role. We bring you people ready to work.
You tell us the role
The stack, the seniority, and what a great fit looks like for your team.
We do the work
We source worldwide, screen, and run a real technical interview on every candidate.
You meet a short list
A handful of vetted, role-fit engineers who can start contributing right away.
Every candidate is read by a working engineer, tested on real code, and scored against the requirement before you see them.
How we screen candidatesScreened by people who have built the software.
The screening is not a keyword match. Engineers who have shipped products and led teams look at how each person reasons, explains tradeoffs, and handles the kind of work the role actually contains.
- Technical depth
- Can they reason through a real problem instead of reciting a tool list?
- Communication
- Can they make decisions, risks, and uncertainty clear to the people around them?
- Context and fit
- Does their experience match what this team needs them to own now?
Engagement terms depend on the role, duration, location, and hiring model. We discuss the right structure after we understand the need.
Need to add engineers without the overhead?
Describe the role and what great looks like. The next thing you see is a short list of vetted candidates.