[ IT and technical recruiting firms ]

IT and Technical Recruiting Firms

Your hiring client sent the shortlist back and said these candidates cannot actually code.

The after state

Every engineer you submit has been through a screen where a real engineer asked why they chose that data structure and what breaks at ten times the scale.

[ The Shift ]

What is breaking right now

  • Volume outran the desk two years ago

    Applications are growing about four times faster than the openings behind them, and your recruiter headcount is flat. On a contingency desk, good candidates go cold while you work the queue in the order it arrived.

  • The resume stopped being evidence

    Most of what lands in the inbox was written by a language model and tuned for keywords. Keyword and pattern scoring now scores machine-written resumes against machine-readable criteria, and the signal is gone at the document layer.

  • Candidates are beating the technical screen

    Purpose-built interview assistance tools exist, they are venture funded, and they work: an invisible overlay that sits below screen-share capture, or a second device supplying answers while a coding interview is live. Traditional proctoring cannot see either method.

  • Your client stopped trusting the shortlist

    A false positive burns the most expensive hour in the pipeline, a senior engineer interview slot. Once a hiring manager has been burned they start rejecting almost everyone, and your submittal-to-interview ratio collapses for reasons unrelated to your next candidate.

[ Where We Fit ]

The part we build

Pipeline automation, your stack

Intake, resume parsing, scoring against your rubric, outreach, scheduling, applicant-tracking sync and reporting, built as event-driven automation on the systems you already run. The scoring is throughput, and a person makes the judgment.

Voice qualifying calls

A structured qualifying call runs on candidates who clear scoring, and its summary lands on the record before anybody spends a human hour. Same voice and call intake engine we build everywhere else.

Engineer-run live screens

An engineer who builds production software runs the screen live: why that data structure, what breaks at ten times the scale. Follow-ups cannot be prepared in advance, so a person holds the judgment.

Client-ready pipeline reporting

Submittals, interview conversion, fall-off and time to submit, per client and per req, assembled out of the pipeline instead of a Friday spreadsheet. The answer is written down before your client asks.

The tools your screen is losing to have names#

Interview Coder draws an overlay that sits below screen-share capture, and Cluely raised venture funding on reading a candidate's screen and audio in real time. Both are documented in mainstream technology press. A better detector puts you in an arms race against companies whose entire job is to win it; an adaptive follow-up is not in that race, because a question built from the candidate's own last answer has nothing prepared against it.

Where Ezly Team fits#

Ezly is shipped: the web app and Chrome extension are live, with 400 users and 28 paying customers. Recruiting teams buy it as Ezly Team, which is seats, a shared persona pool and admin, so every seat drafts in your firm's voice inside the thread on LinkedIn, Gmail, Upwork, Fiverr and Discord. A person still reviews and sends every message. Open Ezly or read the product page first; the price lives on Ezly's own site.

What this is not#

You are the buyer here, not a channel: we build and operate this layer for your firm directly, and we do not go looking for your hiring clients. One exception travels well: if you place your own engineers remotely, an independent technical screen is a credential you can put in front of a hiring client. And if what you need is engineering capacity built and shipped rather than placed, that is what we build for software studios; we do not compete across that line.

[ The Ladder ]

Three ways in. Enter at one rung and move when it makes sense.

Every rung here is scoped and quoted against the stack you already run, so no figure on this page stands in for a quote.

The product

Ezly Team

Scope
Ezly is shipped, and recruiting teams buy it as Ezly Team: seats, a shared persona pool and admin.
What it covers
  • Drafts in live LinkedIn and Gmail threads
  • One shared persona pool across the desk
  • Five inboxes in one searchable panel
  • A person reviews and sends every message
Where it stops
Ezly Team is communication, not an applicant-tracking system or a screen: it does not judge whether a candidate can build.
Ask about Ezly Team seats

Bespoke customization

Your pipeline, built into your stack

Scope
The intake-to-submittal pipeline built on the systems you already run, with the rubric tuned to your roles.
What it covers
  • Intake, resume parsing, scoring against your rubric
  • Outreach and scheduling taken off your recruiters
  • Two-way sync with Greenhouse, Lever or Workable
  • Pipeline reporting per client and per req
  • Running on your systems, under your name
Where it stops
Automation carries throughput and reporting: it does not judge whether a candidate can build, and it removes triage, not recruiters.
Scope it against your stack

Full build

Technical vetting and the standing pipeline

Scope
Engineer-conducted technical screens on your shortlist, with the pipeline operated as a standing engagement.
What it covers
  • Live screens by engineers, on adaptive follow-up
  • A written verdict per candidate
  • Rubric tuning driven by what screens find
  • The pipeline operated and maintained, with reporting
Where it stops
Screens are a bounded number per period, agreed up front, and we do not supply engineers for you to place.
Agree a screen volume

[ Proof ]

Figures from outside this company

4x

Applications grew about four times faster than openings

SourceWorkday, Global Workforce Report, September 2024.

48%

Candidates for technical roles flagged for cheating behaviour

SourceFabric, State of AI Interview Cheating 2026, from 19,368 interviews. Vendor data; Fabric sells anti-cheat screening.

61%

Hiring managers who say AI-written resumes slow hiring

SourceRobert Half survey of 1,500 hiring managers, via The Globe and Mail, 2026.

[ Questions ]

What buyers ask first

What can you build beyond what this page covers?

Most of it. This page carries the part built for your kind of company; the full build surface, from web and SaaS engineering to self-hosted AI, sits on one page, item by item. Browse everything we build

Who actually runs the technical screen?

An engineer, live, on a call. Silverthread Labs is a B2B SaaS development company, so the people running your screens spend the rest of the week building production software for other companies. They are also the people who built your pipeline, which is why the rubric and the screen stay in step instead of drifting apart.

How many screens do we get?

A bounded number per period, agreed before the engagement starts. Engineer time is the real constraint, so we would rather write the number into the agreement than promise a ceiling nobody can hold. The automation carries the volume; the screens go on the candidates where a wrong answer costs you the account.

What stops a candidate cheating your screen the way they cheat ours?

Adaptive follow-up. The overlay tools work because a static prompt can be read and answered by a second system in real time. A question generated from what the candidate just said cannot be prepared in advance: asked why that data structure was chosen and what breaks at ten times the scale, someone who did not write the code runs out of explanation fast. A score reads the artifact and a detector watches for tells. Neither one asks a second question.

Does this replace our applicant-tracking system?

No. We build against Greenhouse, Lever and Workable through their own APIs, so candidate records, pipeline stages and status fields are read and written where your team already works. If you run something else, most platforms expose REST or webhook endpoints and we scope that during discovery. Nothing here asks your recruiters to move into a second system.

Does it run under our name?

Yes, on your domain and your systems. Every incumbent in this category offers something similar, so treat it as an entry requirement rather than a reason to choose us. The reason to choose us is that the people who build the automation are the people who run the screens.

What does this cost?

The engagement is quoted after we scope it against your stack, so there is no number on this page and no band standing in for one. Ezly is the exception, because it is a shipped product you can buy today, and what it costs lives on Ezly's own site.

Can you just give us engineers to place?

No, and it is a firm boundary. We build and run the layer that gets your candidates screened and submitted. If what you need is engineering capacity delivered as a team, built and shipped rather than placed with a client, that is a different offer and the software studios page covers it.

[ The Products ]

Enter through a product

Ezly

Shipped

Every rep and every recruiter replies like your best one.

[ How It Works ]

Free Automation Audit

We find the 20% of your manual work that costs you the most, then show you exactly how to eliminate it.

STEP 1.0
Tell Us What Hurts

Tell Us What Hurts

A 30-minute call. Walk us through your daily operations and we'll spot the bottlenecks you've stopped noticing.

STEP 2.0
We Rank the Wins

We Rank the Wins

We score every opportunity by impact and effort, so you can see where AI saves the most time and money.

STEP 3.0
You Get the Playbook

You Get the Playbook

A prioritized roadmap you can act on. Execute it with us or on your own. Yours to keep either way.