How We Screen IT Talent
We screen candidates the way a technical hiring manager would — not the way a recruiter would. Here is exactly what that means.
Why Most Staffing Firms Get This Wrong
Most IT staffing firms hire recruiters who have no technical background. They match keywords, not capabilities. A recruiter who has never used Okta cannot tell the difference between someone who configured a SAML integration from scratch and someone who followed a YouTube tutorial.
SynoCores was built by practitioners. Our screening process is designed to surface the kind of depth that only comes from real, production delivery experience.
What we do not do
Our 5-Step Screening Process
Every candidate we present to a client has passed all five steps. No exceptions.
Resume & Background Review
Every resume is reviewed by a practitioner — not an HR generalist. We look for real platform experience, not just keyword matches. If someone claims 5 years of SailPoint experience, we verify by asking them to describe a specific connector they built.
Specifically we assess:
Initial Skills Screening Call
A 30-minute call with one of our technical leads. We ask platform-specific questions that require real production experience to answer — not answers that can be Googled in 30 seconds. This screen eliminates the majority of candidates who pads their skills.
Specifically we assess:
Technical Deep Dive
For technical roles, we conduct a deeper platform assessment. This is not a whiteboard coding exercise — it is a structured technical conversation that mirrors the kind of problem-solving the client would expect in the role.
Specifically we assess:
Reference Verification
We contact references — specifically technical references, not just managers. We ask specific, platform-relevant questions rather than generic "would you hire them again?" questions. A reference who cannot describe the candidate's specific work is not useful.
Specifically we assess:
Client Match Assessment
Before presenting a candidate, we assess fit against the specific client's environment, culture, and engagement type. A technically strong candidate who has only worked in enterprise environments may not be the right fit for a fast-moving startup, and vice versa.
Specifically we assess:
Our Commitment to Clients
If a candidate we place does not meet the agreed technical requirements within the first two weeks, we will replace them at no additional sourcing fee. We do not make this offer because we are desperate for clients — we make it because we are confident in our screening process.
2–3 shortlisted
We present the right candidates, not a volume list
5-day SLA
From requirement to first shortlist for standard roles
2-week guarantee
Replacement at no cost if requirements are not met