How Our Vetting Process Helps Us To Hire Best Talent

We vet as if we were building our own team and going to spend the rest of our lives with these guys on the deserted island. Vetting at STARNAVI is multifaceted, thorough, and double-quick. Benefit from candidates who match your ambitions.

vetting process

How We Hire Only the Top of Software Engineers

Our process is established and proven through years of work. Virtually no risks, only positive results.

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01. Pre-screening

A recruiter gleans information about a candidate who seems a good fit from publicly available sources: CV, LinkedIn, social media profiles, activity on GitHub, and some others. The goal is to see a picture that is bigger than a CV draws. A recruiter checks the references as well to get the complex impression of the candidate’s achievements, peculiarities, and possible weaknesses.

02. HR Interview

An IT recruiter tests a candidate’s soft skills, then finds out about the developer’s motivation and expectations toward a position. During a conversation, a recruiter elaborates on a developer’s experience: challenges, breakthroughs, and career turning points. A recruiter is especially focused on the relationship issue: if a candidate is flexible enough to adjust to an employer’s company culture.

03. English Assessment Test

A recruiter finds out about a candidate’s English level during an HR interview. However, for reliable estimation, a more detailed check is available. Online testing like Linguaskill © from Cambridge University allows assessing the whole range of language skills: speaking, writing, and comprehension. What tests a recruitment team uses for a particular candidate depends on the role and required English background.

04. Written Code Test

Nothing tells more about a developer’s skill set than a real coding session. A candidate gets a task closely related to the tech stack required for the position. At STARNAVI, we use online tests like CoderPad or DevSkiller, our own tests, or we can also use a test task offered by a clients’ team.

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05. Tech Interview with Senior Developers

It’s the most challenging step for an interviewee and the most informative for a recruitment team. At STARNAVI, we do our best to provide as much engagement for a candidate as possible so that a software engineer could showcase all the talents and merits. The interview is managed by senior developers in particular technologies which are crucial for the project or a company.

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Your Perfect Software Developers

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A stellar, internal software development team is indispensable to any startup and growing business. You know you need one – ASAP – but where do you start?

Get in touch! Over the past 6 years, our team has vetted and selected top candidates with the skill set:

The Benefits of Hiring Vetted Developers Through STARNAVI

We provide step-by-step software engineers examination concentrating on your project goals. We estimate tech and communication skills and give you a 3D picture of your potential hire.


The best fits

We hire engineers who best suit your project from a broad cross-section of candidates with relevant skill sets. Vetting is multifaceted and focused on your specific requirements.

Cost efficiency

We’ve built a concise and focused hiring process to reduce your payments throughout the procedure. You invest in the tangible result: the hired talents who help your company reach for the stars.

time efficiency

Time efficiency

From the first call, we focus on your project’s goal. You contact developers who meet your expectations without spending any minute on chit-chatting.

Replacement on demand

Issues happen. We provide a reliable vetting procedure; however, we deal with people who are flesh and blood. If a mismatch takes place, we’ll offer you another developer without charge.

Remote developers

The most cost-efficient developers are remote, since they are offshore. We collaborate with remote-wise candidates with solid time management and self-organizing skills.

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Hiring offshore

Hire an offshore team, skipping the daunting task of entity creation. We have a legal entity in the EU and provide 100% hiring compliance with local legislation.


BP outsourcing

We suppose you wouldn’t mind putting the burden of paperwork on our shoulders. We draft contracts and NDAs, and manage accounting and benefits packages for your developers.

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Friendly partnership

We enjoy partnership and are pleased when our partners get the service quality they expect. No. We’re happy when we exceed expectations. Maybe, that’s why our churn rate is close to zero :)


Relationships transparency

We don’t hide gems from you. We help find them and work as a middle layer dealing with organizational and legal issues. You contact developers directly throughout the hiring process.

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Easy growth

By project-oriented hiring and time-bound collaboration with developers, you scale your company up and down with high cost-effectiveness. Hire worldwide when you need it.

More Services

Recruit that irresistible software developers you’ll trust. Many typical recruitment agencies use processes that attract many candidates but not quality ones. We strive to intimately understand the skills companies need to stay competitive.

staff augmentation

Staff Augmentation

Easily scale your development team. Reduce operating costs while maintaining productivity as much as possible.

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dedicated team

Dedicated Team

Hire a remote team dedicated to completing your project. It is your silver bullet for flexibility and high efficiency.

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developer on demand

Developers on Demand

Collaborate with highly skilled and curated talent that can be appointed quickly. Our developers are selected to be the best possible match for your requirements.

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Managed Software Development

Our web development experts can transform your ideas into functional digital solutions.

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How to Check if the Vetting Process Is Trustworthy?

In IT recruitment, the key procedure is vetting. Vetting is a cross-checking process focused on candidates’ hard and soft skills. The goal of vetting is to find a 100% relevant candidate. A reliable IT staffing partner uses a multi-stage selection process based on principles and tools which eliminate biases and help unwrap candidates’ strengths and weaknesses.

Vetting is productive when it is:

  • thorough – experts assess hard and soft skills to get a complete picture of the candidate’s capabilities;

  • concise – in an interview, an IT recruiter evaluates a candidate’s potential in general; the tech interview takes place only if a developer matches the company’s culture and could be easily integrated into a team;

  • goal-oriented – the aim is to weed out candidates who don’t fit and pinpoint those who meet expectations completely.

You can get an impression of the potential staffing partner during the very first call. Is a manager asking specific questions about your project and trying to define your need? Is a recruiter trying to state the search goal? Is vetting in a company multidimensional? If yes, these are good signs.

vetting process

What Makes Us a Perfect Partner?

Since 2017, we have recruited over 300 fabulous software developers, vetted from a base of over 11,000 candidates!


In-House Hiring

Classic Outsource Company

Freelance Platform

Hire time

1-21 Days

1-6 Months

1-2 months

1-4 weeks

Vetting and screening process in place





Technology & industry match





Hiring and management costs






Easy, Unlimited

Difficult, Limited

Medium, Average

Medium, Average

Recruitment fees

Different Payment Models

$10K - $40K

Depends on a Project

% of Platform

Guaranteed quality






Very High



Very Low




Limited / Rigid

Fairly Flexible


Frequently Asked Questions

Here are some frequently asked questions you may find interesting. Don’t see your question here? Reach out, so we can get it answered for you!

What Is Code Review And Why It Is Important?

Code review is a conventional tool for enhancing code quality. It’s used both in software development and recruiting. In the first case, the goal is to provide well-structured, logically organized code without bugs. Teams use this approach to produce functional digital products of high quality which meet clients’ requirements.

In recruiting, code review helps assess developers’ expertise. IT recruiters use code review as part of the extended vetting procedure that allows to unfold developer’s strengths and weaknesses and to discover the engineer’s way of thinking.

The more traditional way of developer’s expertise estimation is written code tests. A recruiter gives a candidate a task that requires writing a piece of code. Then a seasoned expert checks the result and estimates the candidate’s professional level. This approach is workable; however, it isn’t comprehensive. A candidate focuses on the functionality. Because of the lack of time, a candidate writes code roughly focusing on the vital issues, not trying to make it elegant and matching the best practices. In other words, a developer searches for a solution for “what”, while a tech recruiter is interested in “how”.

As a way of testing a developer’s logical approach to coding, recruiters use code review. The nitty-gritty of the method is an assessment of the piece of code made by another developer. A tech recruiter gives a task and asks a developer to comment on it.

Here are the code quality layers a recruiter marks off as positive signs if a developer mentions them:

  • structure;
  • logic;
  • design;
  • functionality;
  • consistency;
  • readability;
  • technologies relevancy;
  • blocks mutual compatibility;
  • complexity.

As you can see, the benchmarks a recruiter estimates are far from superficial. If a developer pays attention only to syntax errors and fails to see the potential concurrency problems, it’s a red flag. The more complex analysis a candidate makes, the higher a developer’s seniority. A number of comments matters as well. On average, in a piece of code where a junior developer finds up to five issues, a middle one will find about ten issues, and the best candidates will mention up to twenty bugs (it depends on the task, of course).

To avoid misunderstanding and poor performance as a consequence, a result-oriented tech recruiter can explain the task in a more detailed way. For example, a recruiter can say that this code review differs from the assignments a developer might have gone through while studying. It’s vital to provide the right ambiance for the test, including a candidate’s favorite IDE.

Being managed correctly, code review as a vetting tool provides a multidimensional candidate’s assessment. The approach is especially fruitful for vetting the senior developers since their expertise is multi-layered, and its estimation should be complex.

Does Industry Knowledge Play A Role In Hiring A Developer?

Industry knowledge is crucial for a comprehensive developer skills assessment. If you’re not into the IT industry, you can evaluate a candidate, but your notion will be neither complete nor objective. The developer’s expertise is complex; the higher the seniority level, the more challenging the assessment. Developer’s specialization matters as well. The bigger the tech stack you expect an engineer to have, the more skilled a person who makes a conclusion on the candidate’s mastery should be.

Here is just a fraction of the tech skills a developer needs to have to be competitive:

  • programming languages;
  • software frameworks;
  • databases;
  • algorithms.

A set of necessary tech tools fluctuates from one specialization to another. For a back-end developer, expertise in JavaScript, Node.js, C#, .NET, .NET Core, and Go is crucial. A front-end developer should be skilled in JavaScript, TypeScript, React, Gatsby, Angular, and Vue. A mobile app developer should have the React Native, Cordova, Ionic, Flutter, and Dart knowledge under his belt. We mentioned just a part of technologies an engineer uses for handling everyday tasks. Try to get an adequate impression of the developers’ expertise without being knowledgeable in these fields – and, perhaps, you’ll meet your Waterloo.

It’s tempting to check tech expertise by using tests – automated tools for ticking the correct answers from the predefined list. Agencies use such tools, but there are a few objections. Free tools such as Programming Skills don’t leave room for creativity in assessing and showing skills. Anyone can adjust themselves to the test “methodology” and be ready to answer the expected questions; thus, the result won’t be objective. Moreover, developing isn’t about standard solutions. In practice, in many cases, there isn’t a correct answer. Instead, there are a few ways to handle the task, and some of them help optimize processes, thus, are more effective. That’s why an expert, not a machine, should manage developer’s expertise appraisal. On the other hand, some automated tools can come in handy for the rough or preliminary assessment.

To check if a candidate meets the requirements, IT recruiters use plenty of methods and tools. The most informative parts are a tech interview and code review. These steps of vetting aren’t possible without solid tech expertise.

To be fair, you can make a few moves in developer’s assessment, having zero expertise in technologies. Look through the candidate’s accounts:

  • On GitHub. It’s a hosting platform for programming code that helps developers exchange their experience. All code pieces here are open-source. It means that anybody can use the content (through an open-source license) and contribute. An active profile on GitHub is a good sign. It means that a developer doesn’t limit himself by doing a job but tends to enhance his expertise and go the extra mile.
  • On StackOverflow. Here, developers ask questions and give answers. The site’s visitors vote for every activity. You can find out about candidate’s participation at a glance. Scores above average is a plus.

There are other benchmarks one can use to pre-estimate a candidate to get the first impression. These are the projects a developer worked for, the tech stack an engineer dealt with, and the deliverables a professional provided. However, keep in mind that in-depth and bias-free estimation requires tech expertise.

How To Check Software Developer’s Soft Skills?

The last thing you can assume about developers is that they need empathy or high emotional intelligence. Developers’ job is to write code; that’s what they’re paid for. Period. If you think so, you’ve never encountered an engineer with poor soft skills. An unsociable teammate who lacks verbal skills and isn’t self-sufficient is a real disaster for a team. But, when a team lead will find out about the candidate’s imperfections, it could cost a fortune to replace a developer and make up for failing the deadlines. That’s why soft skills assessment is the usual part of the candidate’s estimation. Easier said than done. Try to measure a general demeanor, stamina, or problem-solving abilities. These qualities aren’t something you can easily detect or quantify.

By the way, let’s briefly review what soft skills are. In the IT industry, the list of the most sought-after soft skills includes:

  • self-assurance as a quality that helps make decisions, take responsibility, and state opinions;
  • creative mindset as an ability to find innovative solutions;
  • high-level emotional intelligence as an ability to screen other people’s notions and feelings, not only articulated but expressed by non-verbal signs;
  • empathy as a skill of walking a mile in somebody’s shoes before making a conclusion on the person’s opinions;
  • positive attitude as a source of optimism and an ability to treat threats as endeavors with great potential for development;
  • sociability and a sense of being a part of a group as a ground for team cohesiveness – a state when team members work as a whole.

How a candidate goes through the screening process tells much about a potential hire’s soft skills. Vetting is rigorous, and, for some developers, it appears too exhaustive. If a professional with an impressive resume raises his brows in astonishment when you offer him a peer coding session, perhaps, he’s not as good team player as it seems from his credentials.

IT recruiters use such a simple tool for assessing soft skills as asking open questions. It’s not as simple as it may seem (to ask a good question, one should do a lot of work); however, you can ask direct questions on the topics that interest you. Consider the following drafting:

  • Have you ever disagreed with your colleagues, team leads, and senior developers? How did you manage such situations?
  • How do you feel while facing challenging tasks? What is your strategy for dealing with them?
  • Have you ever been severely criticized for your performance? How did you react?
  • Have you ever made the wrong decision? What were the consequences? What did you do to mitigate the effect?

There is no use inventing sneaky questions. Ask what you’d like to know, follow the active way of listening, and drill down into the topic when it makes sense. Consider entrusting the candidate’s soft skills assessment to professionals since they have more experience in developers screening; thus, IT recruiters will obtain more reliable information from the interview.

How To Ensure The Cultural Match Of Software Developers?

As an employer, you may ponder on the culture fit concept not very often. However, your team will be aware of the cultural mismatch when you hire a person whose life and work attitudes conflict with your company’s values. It’s not a big problem when you hire just one developer who is completely indifferent to your project’s mission (on the other hand, it could be a massive problem if it’s a team lead). Anyway, you will definitely notice the lack of fellow feeling if most of your teammates don’t care about common goals and priorities. The adverse effects of weak company culture include toxic relationships, lack of motivation, productivity shortage, and slowing down the business in general. On the contrary, by hiring the culture fits and strengthening the corporate culture, you get solid advantages:

  • employee turnover reduction;
  • engagement and motivation increase;
  • productivity boost;
  • high retention level.

To determine if a candidate’s vision of work aligns with the team’s values, a company should include a culture fit assessment in the hiring process. Before you ask yourself how you can check if the candidate’s priorities overlap with your company’s strategy, consider using the professional appraisal since the task isn’t as easy as it may seem. Such terms as values, interests, preferences, habits, and priorities aren’t tangible, and measuring them requires professional expertise.

IT recruiters use psychological tests and specific questions asked during an interview. The questions could be about the developer’s experience in the past, or they could be projective, i.e., modeling possible situations. Here are some examples of the versatile questions that could be used to get a picture of a candidate’s way of building relationships within a team and dealing with everyday tasks:

  • Recall the situation when deadlines changed abruptly. What was your first reaction? How did you handle the deadline shift?
  • Have you ever caused a failure? Are you sure it was your fault? What did you do when you found out about a problem?
  • Imagine a company that is perfect for you: your career perspectives, relations with colleagues, work-life balance, mood, and mental health. Tell us about this company in detail.
  • What do you expect from your senior teammates?
  • What type of leadership suits you best?

You can draft other questions depending on your priorities. Discovering if a candidate fits your company’s culture pays off. Attention to match issues keeps the team relationships healthy and provides a smooth workflow along the way.

What Information Do You Provide Before A Developer’s Vetting?

Your IT staff partner needs clear and factual information on requirements for the particular opening. Your detailed answers to the partner’s questions ensure that a candidate will meet the needs and expectations. In the pool of developers whose experience and skills are near the desirable, your staffing partner will choose the best fit. By providing your partner with accurate and up-to-date information, you get the benefits:

  • the candidates are relevant to the required tech stack and the soft skills expectations;
  • the result comes quickly as the search is purposeful, and the recruiter’s efforts are zeroed in on the right candidates;
  • there is hardly any room for misunderstanding, wasting time, and expectations mismatch.

You can prepare some information in advance to boost productivity while hiring the best fit for your team. Chances are that your IT staff partner will ask you for the following details:

  • brief project description – products, market niche, current status, and business perspectives;
  • role description – developer’s specialization, required experience, and seniority level;
  • key technologies – the required tech stack;
  • interview process – the hiring procedure broken down into steps (How many stages are expected? What are they? Does a company tend to manage some steps using in-house expertise? Who is responsible for each step performance?);
  • English level – the expected level of speaking and writing skills;
  • urgency – the deadlines for filling the job opening;
  • the acceptable pay rate – a range between minimum and maximum figures;
  • expected dates when the collaboration starts and ends – the latter is omitted if a contract is long-term;
  • time overlap – how many hours within a developer’s working day should be common with a company’s working hours.

There are some other details a staffing partner could be interested in. For example, an IT recruiter could ask you to say a few words about your company’s culture. Are the relationships within your team standout? Why? What are your team’s core values? The more information a client shares, the higher chances that a recruiter will hit the bull’s eye by hiring the gem for an exquisite team.

Discussing the vacancy in detail is particularly important for hiring abroad. Cultural peculiarities, as well as different time zones, are the potential hurdles. However, a company can easily overcome them by opening the doors to developers who are passionate about the same goals and priorities. According to StarNAVI experience, geography doesn’t matter if teammates are on the same page.

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