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For heads of talent and recruiting managers

Engineering shortlists your hiring managers can trust

A founder vets every candidate before your hiring managers do. One US contract and one invoice, however many you hire.

Brief a founder on your req
An inbox on an iMac. Open is a shortlist from Alvaro Aquije for a senior backend role: 2 of 4 candidates cleared the bar, each with a write-up and its gap stated. Above it, the hiring manager has already replied asking to interview. Below it sit a founder digest and one monthly invoice covering every engineer.

Sound familiar?

Engineering reqs are the ones still open at the plan review, and the reasons sit outside your team.

  • “Hiring managers stopped trusting our first round after the third candidate failed their technical.”
  • “Nobody on my team can tell a senior backend engineer from someone who interviews well.”
  • “I have three agencies on engineering roles, three fee structures, and no idea how any of them screen.”
  • “When an engineering hire doesn’t work out, I reopen the req and start from zero.”

Engineering hiring plan · Q4

1 of 6 filled

ReqOpenWhere it stands

Senior backend · payments

Payments

47 daysHiring manager passed on 5

Platform engineer

Infrastructure

39 days3 failed the technical round

Frontend · design system

Product

33 daysThird agency on it

Data engineer

Data

26 daysNo one to run the technical

Mobile engineer

Product

ReopenedHire left in week 6

Backend · Go

Payments

FilledStarted
A quarterly engineering hiring plan with six reqs. One is filled. The rest have been open for weeks: a hiring manager passed on five candidates, three failed the technical round, a third agency is on one, nobody can run the technical interview for another, and a hire left in week six.

What changes when a founder runs the technical bar

Your team keeps the req, the hiring managers and the decision. We take the technical round and the Latin American search.

Today

  • A first round your team can’t run technically
  • Hiring managers interviewing people who fail the technical
  • A contract, a fee and an invoice format per agency
  • A placement fee on every engineering hire
  • A failed hire reopens the req

With wepair.works

  • A founder pairs live with each candidate for about two hours before anyone sees a name
  • Hiring managers interview one to three people, with a written assessment in hand
  • One US counterparty, one MSA, an SOW per engineer and one monthly invoice
  • No placement fee: one all-inclusive hourly rate, published by seniority
  • A vetted replacement within 5 business days, with no new placement fee

What your team gets, and stops running

  • A technical bar your team doesn’t have to run

    A founder pairs live with each candidate for about two hours and writes up what they saw, including what the candidate got wrong. Your hiring managers read it before the interview.

    Vetting write-up

    Run by Alvaro Aquije

    Senior backend engineer · payments

    Systems reasoning
    Excellent
    Given 4M events/day on one Postgres box, he went to the write path before the read path and named lock contention on the ledger table as the first thing to break. We did not prompt for it.
    Code he defends
    Acceptable
    Explained why he chose a token bucket over a sliding window, then said he would use the sliding window now because the burst behaviour caused a support load he had not predicted.
    Read a full sample write-up
    • Alvaro AquijePlatform, infrastructure, backend roles
    • Bruno TelloProduct engineering, frontend, mobile roles

    The person who ran it takes the call

    Founders, not recruiters or outsourced interviewers, run every session. A hiring manager with a question can call the one who ran it.

  • $0

    to search, interview and pass

    Nothing to find out

    Search, interviews and a shortlist you decline cost nothing. There is no placement fee either. New clients pay a two-week deposit before the start, credited against the final invoice.

  • One counterparty, however many engineers

    Stackk Recruiting Services LLC, trading as wepair.works, holds every contract, the confidentiality and the IP chain. Finance gets one invoice; legal reviews one set of terms.

    Read the engagement terms

    Engagement

    One per client

    Stackk Recruiting Services LLC

    Agreement
    One MSA
    Then one SOW per engineer, however many the team adds.
    Invoice
    Monthly, in USD
    One invoice for every engineer, net 15 unless your SOW says otherwise.
    IP
    Assigned to you
    From the engineer, to us, to you, once the relevant invoice is paid.

  • $49an hour, from

    Rates you can put in the plan

    Published by seniority and all-inclusive. Fixed for the SOW term, and changed only at renewal with 30 days’ written notice.

    See the rate bands
  • 5business days
    to a vetted replacement if a placement stops working, with no new placement fee
    10–15%
    of first-year base salary to convert an engineer to full-time, pro-rated down by time on contract

    After the start

    In the first 30 days you can cancel without notice. After that, either side gives 14 days’ written notice.

How a req runs with us

Your team briefs us and runs the final interviews. The search and the technical bar are ours.

Your team’s time

Ours

  1. 01You: 20 minutes

    Bring the hiring manager

    A 20-minute call on the role: stack, scope, seniority, overlap and what success looks like. Commercial questions get answered on the same call.

  2. 02Us: Latam-wide search

    We search Latin America

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

  3. 03Us: About 2 hours each

    A founder runs the technical bar

    About two hours of live work with each candidate, on problems taken from the role.

  4. 04You: 1 to 3 write-ups

    Your hiring manager interviews one to three

    Each candidate arrives with a written assessment: strengths, gaps, mistakes and what to ask.

  5. 05Us: One invoice

    One contract, one invoice

    One MSA, then an SOW per engineer. One invoice a month in USD, and a founder digest weekly or every two weeks.

Questions talent leaders ask first

Twenty minutes. You leave knowing whether we can fill the role.

Tell us the stack, the scope and the seniority. On the call you get a straight answer on whether we can fill it and what it would cost. If we take it on, a founder pairs with each candidate and you get one to three names with the write-ups attached. If nobody clears the bar, we say so instead of padding the list.

Book a 20-minute founder call

Or email . We read every single email.