The Vetting System

Most agencies send you resumes. We send you the output of a system built to fail bad candidates fast.

A meaningful share of technical CVs in this market carry discrepancies, and the single most common cause of a bad AI hire is a role nobody defined properly in the first place. Every stage below exists to catch one of those two failure modes before it becomes your problem.

Start a Mandate
60+
candidates mapped
20
human-screened
8
technically assessed
3
verified & submitted
1
hired, warrantied

A typical Hire Hare mandate, start to close — every candidate below stage three is disqualified in writing, not silently dropped.

01–02

Map the market

We don't wait for applications. We build a live map of every credible candidate for the role — GCC alumni networks, open-source and Kaggle contributors, frontier-lab adjacent talent, and referrals from prior Hire Hare placements — before a single message goes out.

40–60 candidates identified per mandate, narrowed to 15–20 approached directly
Sourced beyond the shared LinkedIn / Naukri pool every generalist agency draws from
Role spec locked and signed before sourcing starts
03

Human screen

Before anyone's calendar is touched, a recruiter confirms the things resumes never tell you — the things that quietly kill placements three weeks in.

Compensation expectation checked against your band
Real notice period, not a guess
Time-zone overlap and remote-work reality confirmed, not assumed
04–05
The core differentiator

Technical rigor

This is the stage most agencies skip. Every candidate sits a live technical screen with a practising AI engineer — not a recruiter reading from a script — scored against a rubric built for the specific role. Mid and senior candidates then complete a paid, scoped mini-project so you see real output, not interview performance.

Live screen by a practising AI engineer, not a generalist recruiter
Role-specific rubric — an LLM Engineer and an MLOps Engineer are scored on different things
System design and production judgment assessed, not just syntax
Paid, scoped mini-project for mid/senior roles
Full rubric scorecard shared with you
06

Verification

Every submission carries a written verification report before you ever see it — because the biggest risk in cross-border hiring isn't skill, it's an unverifiable claim discovered after the start date.

Employment history verified against official records
Education credentials independently confirmed
Two structured reference calls, documented in writing
07

Curated submission

You receive three candidates. Never thirty. Each one arrives with the rubric score, the verification report, and the compensation expectation attached — so every conversation you have starts already informed.

Three candidates, never a resume dump
Rubric score, verification report and comp expectation attached
Every conversation starts already informed
08–09

Close & warranty

We manage interviews and offer negotiation to close, then stay engaged through the warranty period — because the highest-risk moment for any placement is the first 90 days, not the interview.

Day 7 / 30 / 90 check-ins on every placement
60–180 day replacement warranty by seniority, in writing

Ready to see the system in action?

Start with a free role-scoping call — we'll build a spec, run compensation benchmarks, and show you exactly how we'd fill it.

Schedule Your Call