In their words.
The engineers InCommon placed were strong. Not just technically sharp, but senior enough to design systems end to end and run with them on their own. They raised the level of the whole team.
Aniruddha Kukday CTO, Accompany Health Fast usually means sloppy. This didn’t. The people InCommon brought over knew what each role needed, and the candidates matched, so we hired quickly without giving up on quality.
Azim Damani Sr. Manager, Global Operations & Support, Findigs The process was smoother and faster than I expected. But the candidates were the thing — they just got them right, not only on the technical skills, but on finding people who fit how we work and would thrive here. We’re in a much stronger position to hit our goals, and I’m confident we have the right team to get there.
Soumya Sengupta Director of Software Engineering, Veramatic How we find them.
Three phases, one standard: calibration, sourcing, vetting. Every step measured against the same bar.
Calibration
Precision about who you actually need.
- —A working session on the role — first-90-day ownership, what great looks like, what has failed here before.
- —A written scorecard: the must-haves, the trade-offs, and the bar every candidate is measured against.
- —An honest read early — if the role, comp, or timeline needs a rethink, we say so before we start.
Sourcing & shortlisting
We reach the people a job post never will.
- —A proprietary pool, refreshed every day through our own channels and a deep referral network.
- —Direct, personal outreach to people who aren’t looking and won’t see your posting.
- —Only genuine fits make the shortlist — mapped to your scorecard, not keyword-matched.
Every source feeds one funnel — the model keeps learning which few to surface.
Vetting
We test for the work, not the résumé.
- —Structured, work-sample evaluation tied to the scorecard.
- —Domain experts who have done the work make the final call.
- —You meet a shortlist you can trust — your time goes to choosing, not filtering.
It gets better every time.
Anyone can buy a tool. What they can’t buy is what we’ve learned hiring for you — your bar, your trade-offs, what worked and what didn’t. That knowledge stays, and every hire adds to it.
Built for you, not resold to you.
Your bar, your context, your team. Not a template we hand to everyone with the logo swapped out.
The second hire is easier than the first.
Every role we fill teaches us how you hire — what you say yes to, what you pass on, and why. By the fifth, we’re not guessing.
One team, one line of accountability.
No stitching four vendors together and hoping they add up. From the first conversation to the day your hire starts, it’s us.
Tell us about the team you’re trying to build.
Whether you know exactly who you need or you’re still shaping the plan, that’s the right place to start. Tell us what you’re building, and we’ll tell you honestly how we’d approach it.
We’ll tell you straight if we’re not the right fit.