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The hiring bar
Eight years of production .NET, one open-source contribution we can read, one written sample of technical writing. We hire slowly. We do not hire juniors.
Placeholder method entry. Rewrite the body before launch.
We hire senior .NET engineers. The floor is eight years of production C# experience, one open-source contribution we can read, and one piece of technical writing in the candidate’s name. The writing matters as much as the code — engineers who cannot write cannot work async, cannot write specs, and cannot write CLAUDE.md.
We do not run whiteboard puzzles. We pair on a real bug from a real client repo, with the candidate driving Claude Code, for ninety minutes. We watch how they read code they did not write, how they form a hypothesis, and how they recover when the agent gets it wrong.
Why
The work we sell is senior work. Junior engineers cannot deliver it on a two-week cycle, and pretending otherwise is fraud against the client. We would rather grow slowly than dilute the bar.
How we do it
- Three rounds: written intro, technical pairing, principal-led conversation about a recent project.
- We say no, in writing, with reasons. Candidates appreciate this and re-apply later.
- Every byline on the company blog is real. We do not ghostwrite under junior names.