Ruzora

Vetting, as a service

Already found someone?Get a technicalsecond opinion.

Send us a developer you are considering and we will run the same assessment every Ruzora engineer takes. You get their scores, the code they wrote, and how they compare to engineers we would put in front of a client. The first one is free.

Check a candidate freeSee the rubric first

We never contact your candidate. You send them the link yourself.

You have the candidate. You don't have the read.

Referrals, contractors, someone a friend swears by. The CV says senior. You cannot tell, and the person who could tell is the person you are trying to hire.

Guess and hope

Three months and a salary later you find out. The cheapest bad hire most teams make is the one nobody checked.

Ask a friend

The standard advice is to show the code to someone technical. It works, when they have a spare hour and no opinion about your company.

Buy a testing tool

Then you pick the test, you run it, and you decide whether 72 out of 100 is good. If you could do that last part you would not need help.

What lands in your inbox

Not a pass or fail. The evidence, and a scale to read it on.

The code they wrote

The actual submission against hidden tests, not a percentage. You can hand it to any engineer you trust for a second look.

Four criteria, scored

Technical depth, reasoning, communication and ownership, each scored against the same rubric we publish on our vetting page.

Two of ours, same scale

The part no testing tool can give you. Their number next to two anonymous engineers from our bench, assessed identically, this month.

No verdict

We do not write "do not hire". We are not neutral about our own bench and we are not going to pretend otherwise. You get the evidence.

About 25 minutes of their time

A coding challenge and four written answers. No calendar invite, no one way video, no countdown timer.

They get a copy

If we are going to score someone, they get to see the score. It is also what makes them willing to do it.

How it works

Four steps. Two of them are ours.

  1. Tell us who

    Their name, the role, the stack. We do not ask for their email address, because we are never going to write to them.

  2. You send them the link

    It comes from you, not from a company they have never heard of. That is the difference between an assessment people finish and one they ignore.

  3. They do it whenever

    Coding challenge in the browser, then four written answers. Both links stay open for two weeks and you can watch progress on a status page.

  4. You get the scorecard

    Scores, the code, the rubric, and two of our engineers on the same scale. Within a day of them finishing.

Four ways to use it

One candidate, or every candidate. Each paid tier is credited in full against your first invoice if you go on to hire through us, which is the point: this is how we sell, not a side business.

Candidate check

Free

one candidate, three a month

One candidate. A real coding challenge and four written technical questions, scored against our rubric.

  • Runs in a sandbox, not a quiz app
  • Two of our engineers on the same scale, for comparison
  • They type. No video, no recording, no scheduling

Scorecard within a day of them finishing

Check a candidate

Second opinion

Soon

$299

per candidate

One candidate, plus a live 45 minute technical interview run by our founder.

  • Roberto runs it. Not a contractor, not a recruiter
  • A written verdict: the three risks and what to ask them
  • Credited in full against your first invoice

Written up the same day as the call

See what's included

Team build

Soon

$999

up to five candidates

A whole hiring round. Every candidate across every open role, measured the same way and ranked.

  • Ranked across roles, not just within them
  • Names the seats where nobody clears the bar
  • Credited in full against your first invoice

Five working days

See what's included

Full service

Soon

Monthly

every candidate, ongoing

We become the technical stage of your hiring process. Every candidate, every role, ongoing.

  • Your senior engineers stop running screening calls
  • One rubric, so your shortlist is genuinely ranked
  • Month to month, priced against your volume

Scorecard inside a day, every time

See what's included

What we don't do

You are handing us someone you want to hire. Here is exactly what happens to them.

We never contact them

We do not ask for their email address, so we could not write to them if we wanted to. You forward the link.

We never recruit them

They are excluded from our bench, our shortlists and every search a client runs. Not by policy, by a filter in the query.

They opt in, or nothing

After the assessment they get one unticked box asking whether Ruzora may consider them for its own roles. Only they can tick it.

Their answers expire

We delete recordings and answers 90 days after we send you the report.

The bar is published before you submit

A bar you can read in advance is not a bar we can move afterwards.

Our own bench has to clear a structured technical interview scored on four criteria out of five, and just under half of the engineers who take it do not. In practice nobody has ever scored above 4.2, so read a 3.5 as strong rather than as average. That interview is the part of our process that actually separates people, and it is the same one your candidate takes.

The coding challenge sits alongside it and does what a coding challenge does: it shows you code they wrote under mild time pressure, against tests they could not see. We report the score and we show you the submission, so you can judge the code rather than the number.

The full rubric is here, including what each criterion means and how it is scored.

No sales call attached

Try it on someone real

Two minutes to request. Free, three per company per month.

Check a candidate freeTalk to Roberto