How many candidates will I see?

We aim for a shortlist of finalists, typically three people who can do the job. We do not flood you with unvetted resumes.

Who runs the technical screen?

Someone who has done comparable work. A full-stack screen is not a keyword checklist. A DevOps screen is not a buzzword quiz.

How fast can a shortlist arrive?

Depends on role rarity and your feedback speed. Many searches produce a first shortlist within days once the brief is clear. We set expectations in writing after discovery.

How we vet

We screen hardbefore you meet anyone.

TechMahan IT staffing vetting covers technical screens, reference calls, and context matching so you receive finalists who can start and deliver, not a resume pile.

For HR directors, TA leads, COOs, and founders who refuse to burn weeks on candidates who cannot do the job.

Leverage Our Expertise All IT Services

In this service

From resumes to finalists.

How we engage

GlobalOn-siteRemote

Direct answer

What this is.Who it is for.

TechMahan vets IT candidates with a live technical screen by someone who has done the work, reference calls to prior managers, and a fit check against how your team actually operates. You see a shortlist of people who can do the job, with clear notes on strengths and gaps.

Most staffing funnels optimize for volume. You inherit 200 resumes, weak phone screens, and interviews that waste hiring manager time.

From resumes to finalists.

Hiring managers reviewing a vetted shortlist together

How it runs

The operating sequencewe run with you.

A short operating sequence. No zigzag timeline theater.

Step 01

Role discovery

Outcomes, stack, seniority, team culture, and must-haves versus nice-to-haves.

Step 02

Sourcing

Active search against the brief, not a blast to whoever is available.

Step 03

Vetting

Technical screen, references, and fit check before your calendar is touched.

Step 04

Presentation

Finalist briefs with evidence. You interview people who already cleared the bar.

Step 05

Coordination

Interview loops and feedback handled so momentum does not die.

What we do

The workstreamsinside the scope.

TechMahan IT staffing vetting covers technical screens, reference calls, and context matching so you receive finalists who can start and deliver, not a resume pile.

01

Technical screen

Live coding or architecture review judged on output, not buzzwords on a CV.

02

Reference verification

Calls to previous managers. What they shipped, how they handled pressure, whether the reference would hire again.

03

Context matching

Remote vs hybrid, client-facing load, startup pace, and communication style matched to your environment.

04

Shortlist discipline

Typically three finalists with briefs that name fit, proof, and gaps you should know.

What you receive

Outputs that landin your workflow.

Named packs. Clear owners. No vague assurance language.

Output 01

Role brief confirmation

Written understanding of the seat before sourcing starts.

Output 02

Finalist pack

Shortlist with technical notes, references summary, and availability.

Output 03

Gap callouts

Honest notes on what is strong and what you should probe in interview.

Output 04

Interview support

Scheduling help and structured feedback capture.

Related TechMahan pages with the same operator standard.

One brief. We reply within one business day with a concrete path, or an honest no.

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Questions buyers ask

We aim for a shortlist of finalists, typically three people who can do the job. We do not flood you with unvetted resumes.

From modern technology to real business outcomes.

Ship what operators can use.