1. A role profile you approve
Vetting starts before any candidate. A call with your engineering lead covers the stack, the seniority, the domain and the way the team works. We write it back as a role profile — must-haves, nice-to-haves and what the first months will look like — and search only once you have approved it.
2. Screening
We search our own bench and the Damas Engineering network. A recruiter checks experience against the profile, availability, notice period, preferred work mode, language and expectations — so nobody reaches an interview who could not start.
3. A technical interview with an engineer
Every candidate is interviewed for 60 to 90 minutes by an engineer who works in the same stack. It is a conversation about real work — systems they built, decisions they made and would change, how they debug and review — not trick puzzles. Where it helps, we add a short practical exercise close to the work in your team.
4. References and fit
We check references with previous leads and talk with the candidate about the team they would join. Candidates are proposed only for projects they have agreed to, so the people you meet actually want the job.
5. You interview and decide
You receive a short list of people we would hire ourselves, each with a written summary of the technical interview. You interview them as you would any candidate, and nobody starts without your yes.
6. After the start
Vetting does not stop at the contract. We check in regularly with you and with the engineer, pass feedback in both directions and, if the fit is not right, replace them — so a poor fit is caught in weeks, not quarters.