People Capital

tech-interviews-as-a-service

helping busy startup teams hire the best technical talent

Engineers Hiring Engineers

  • Experienced Team
    Our team has experience at top tech companies and startups
  • Quality Candidates
    We conduct thorough interviews to ensure we find the best candidates
  • Time Saving
    We handle the recruitment process so you can focus on your business

Our Achievements

We're proud of our track record
  • 1000+ Interviews
    We've conducted over a thousand technical interviews.
  • 250+ Engineers
    We've helped hire over 250 engineers in various fields.
  • Top-Tier Team
    Our team has experience at top tech companies and startups.

We've worked with some of the best in the business

  • AI

  • Full Stack

  • UI/UX Design

  • DevOps

  • Machine Learning

  • Backend

  • Product Management

  • DBA

  • Data

  • Front-end

  • Technical Project Management

  • QA

  • Engineering Manager

  • VP of Engineering

  • CTO

  • Director of Engineering

Frequently Asked Questions

Got questions? We've got answers

Our Simple Fee Structure: $1500/month per role + 25% base on placement

you will spend more hiring yourself 

Services

$
1500
/month per role + 25% base on placement
$
Sourcing
✓
Interviewing
✓
Coding Tests
✓
Culture
✓
Closing
✓
Weekly Status Updates
✓
No Risk (Free Replacements)
✓

Services

$
1500
/month per role + 25% base on placement
$
Sourcing
✓
Interviewing
✓
Coding Tests
✓
Culture
✓
Closing
✓
Weekly Status Updates
✓
No Risk (Free Replacements)
✓

Real People, Real Problems

  • My LinkedIn job post has over 200 *unqualified* applicants. Help me.

    Charmy Chhichhia (AI Manager @ Apple)
  • I've InMailed 26 engineers with NO RESPONSE.

    John Liu (Co-Founder @ Stealth, Ex. Product @ Google)
  • I just interviewed 10 engineers. All terrible.

    Arsen Harutyunyan (Founder & CEO @ PassFactory)

Ready to hire the best technical talent?

Get in touch with us today:

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Latest Posts

Stay updated with our latest insights

How to Hire the Best Engineers

Founders often ask, "Why is hiring great engineers so hard?"

Here's why startups struggle to hire top engineers:
1️⃣ Top engineers are rarely on the market. They’re either building amazing things or being treated exceptionally well by their current employer.
2️⃣ Generic job descriptions don’t excite them. Engineers want to solve challenging problems—not just write code.
3️⃣ The interview process is broken. Long, tedious loops and irrelevant questions drive the best talent away.

💡 The solution? Treat hiring like sales:
👉 Sell your vision and culture
👉 Make the process engaging and respectful
👉 Focus on their growth opportunities

Hot Take: Resumes are outdated 🦕

Resumes tell you what someone has done. But hiring is about discovering what someone can do for your company:

👉 A GitHub repo reveals more than a polished CV
👉 A LinkedIn profile with relevant skills unveils the big picture
👉 A take-home project uncovers potential and problem-solving skills
👉 A conversation about goals and challenges can inspire alignment

Let’s stop filtering great candidates out because of “perfect” resumes.

The Hiring Market Today

The recent tech layoffs didn’t just affect the engineers they let go—they reshaped the market.

Here’s how:
1️⃣ Talented engineers flood the market, but only briefly. They’re snapped up fast.
2️⃣ Remaining employees are demoralized and begin job hunting quietly.
3️⃣ Smart companies seize the moment to upgrade their teams.

If you’re hiring engineers, now’s the time to act. The best talent isn’t waiting around—they’re moving to companies that value them.

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