# Technical vetting for in-house recruiters

We search Latin America for your req, a founder tests each candidate live, and you forward one to three write-ups.

Source: https://www.wepair.works/solutions/recruiters
Published: 2026-10-06
Updated: 2026-10-11

- **One to three** candidates per req, each with a founder’s write-up
- **About two hours** of live technical work with a founder, per candidate
- **$0** to search, interview and decline a shortlist
- **5 business days** to a vetted replacement if a placement stops working

## Sound familiar?

Finding engineers is the part you’re good at. Proving they can do the work is where the req stalls.

- “I can source engineers all day. I can’t tell whether they’ll survive the technical round.”
- “The hiring manager passed on my last five candidates and couldn’t say why in one sentence.”
- “My network in Latin America is thin, and this req was due last week.”
- “Every agency I bring in sends resumes I could have found myself.”

## What changes when a founder runs the technical round

You keep the req, the hiring manager and the decision. We take the technical round and the Latin American search.

| Today                                             | With wepair.works                                                                                   |
| ------------------------------------------------- | --------------------------------------------------------------------------------------------------- |
| Screening on keywords and years of experience     | A founder pairs live with each candidate for about two hours before you see a name                  |
| Hiring-manager feedback that arrives as a flat no | A written assessment the hiring manager reads before the interview: strengths, gaps and what to ask |
| A pile of resumes you have to filter              | One to three candidates per req, and a straight answer if nobody clears the bar                     |
| Sourcing a market you don’t know                  | Active and passive candidates across Latin America, searched for this specific role                 |
| Agencies that want the search to themselves       | No exclusivity: your sourcing, referrals and agencies keep running                                  |

## What you get on every req

### A write-up you can forward as written

The founder who ran the session writes it, and it reaches you unedited, mistakes included. The hiring manager reads it before the interview and knows what to probe. [Read a full sample write-up](/artifacts/vetting-write-up).

- **Strength:** what they did well, and the moment it showed
- **Caveat:** what the role needs that they don’t have, stated plainly
- **Mistake:** what they got wrong, and whether they caught it

### A founder the hiring manager can call

Founders run every technical session, not outsourced interviewers. Questions about a candidate go to the person who ran it, not to an account manager.

### A search for your req, not a bench

We look across Latin America for your stack, seniority and working hours, active and passive candidates alike. We place [full-stack](/hire/full-stack), [AI](/hire/ai-engineer), [cloud and platform](/hire/cloud-engineer) and [design engineers](/hire/design-engineer).

### Every other channel stays open

We never ask for exclusive control of a search. Your sourcing, referrals and agencies keep working the req; we add candidates with the technical round already done. [Read the engagement terms](/legal#guarantees).

## How a req runs with us

Your req goes in on a 20-minute intake. Evidence you can forward comes out.

### Run the intake with us

Bring the hiring manager: stack, scope, seniority, overlap and what success looks like. Commercial questions get answered on the same call.

### We source Latin America

Active and passive candidates, checked for stack, availability, rate and working-hour overlap before anyone is assessed.

### A founder runs the technical

About two hours of live work on problems taken from the role, written up as it happened.

### You forward the write-ups

Send them on as written. The hiring manager interviews with the evidence in hand.

### We handle the engagement

Contract, IP assignment and one US invoice. A founder digest weekly or every two weeks after the start.

## Questions recruiters ask first

### Are you competing with me for this req?

No. We never ask for exclusivity, and your sourcing, referrals and agencies keep running. We cover the technical assessment and the Latin American search; the req, the hiring manager and the decision stay with you.

### Can I share the write-ups internally?

Yes. They’re written for the people deciding: the hiring manager and anyone else on the interview loop. They arrive unedited, gaps included.

### How fast is a shortlist?

Our normal cadence is a brief on Monday and write-ups by Friday. We don’t promise it, because it depends on who is available and who clears the bar.

### What does it cost us?

Search, interviews and a shortlist you decline cost nothing. Once an engineer starts, you pay one all-inclusive hourly rate in USD, from $49 an hour and banded by seniority, with no placement fee. New clients pay a two-week deposit before the start, credited against the final invoice. [See pricing](/pricing).

### The req is for a full-time employee. Does that work?

Engineers start as contractors through us, so a role that must be a direct hire from day one isn’t a fit. To hire one full-time later, contract-to-hire conversion costs 10–15% of first-year base salary, pro-rated down by time on contract.

### What if the hire doesn’t work out?

In the first 30 days you can cancel without notice. If a placement stops working at any point, we present a vetted replacement within 5 business days, with no new placement fee.