We’ve curated our own proprietary database of pre-engaged local talent, which we continue to build on day after day. We’ve also invested heavily in sourcing technologies like predictive AI and premium recruiting subscriptions to LinkedIn.
If you have an internal recruiting team, we’ll integrate with your systems to make sure we’re all on the same page. We also connect regularly with your team to recalibrate and share feedback.
What kind of turnover do you have? Can I expect to work with the same team each time I use your service?
Getting to know your team and culture is a big part of our process. When you work with hatch I.T., you get a dedicated account manager, coordinator, and recruiting team. We experience almost no turnover, so you can expect the same relationship to us that you’d have with an internal recruiting team down the hall.
We use both. If you have an applicant tracking system (ATS) you’d like us to work within we can do so. If you don’t have an ATS we can stand one up for you. We like to integrate with whatever messaging platform you use (eg. Slack) for quick communication and feedback.
Once we have qualified the positions, we can deliver qualified candidates within 48-72 hours.
We can never guarantee hires (that’s because part of the responsibility to hire rest with “you”, the customer). That said, what we can guarantee is delivery of quality candidates and interviews, which should result in great hires.
hatch I.T. can recruit for remote positions outside the DMV region. In fact, we encourage startups not to limit their reach to one particular location. That said, our bread and butter is our community of engineering and product talent within the DMV region. We have growth plans to expand into the Raleigh/Durham market in 2020.
We focus exclusively in areas of software development, product & product management, data science & data engineering, and dev-ops. We partner with early-stage and high-growth product startups.
Scale and Stride programs are all custom pricing based on the scope of work. Direct Hire is traditionally 20%-25% of a candidate’s first year base salary.
hatch I.T.’s billing structure depends on which service you choose, but all our consulting and talent support models are intended to be predictable, cost-aware, and under your control. Scale and Stride are billed on either a bi-weekly or monthly basis. Our direct-to-hire model is contingent upon hire, and payment is made when and only when a hire is made. Contract and Contract-To-Hire are traditionally billed bi-weekly.
hatch I.T. offers four products tailored to software startups in the DMV Metro Area. They are:
- Scale, our flagship service model, based on the principals of recruitment process outsourcing and tailored for high-growth software startups.
- Stride, our technical strategy consulting service paired with an executive search: build a strategy and execution a roadmap with the help of an experienced CEO-CTO team.
- Direct-to-hire recruiting services: Need a product engineer fast? We send you pre-vetted candidates, you only pay when you hire one.
- Contract or Contract-to-hire recruiting services: Have a short-term vacancy? We hire the employee, and even cover the benefits and payroll.
We have a large, rapidly expanding database of responsive, engaged tech talent in the DMV metro area, and a remote talent pool.
Yes. You tell us how many candidates you need, and what you’re looking for. We’re not just a recruiting firm. We aim to be a back-pocket, down-the-hall resource.
Our recruiters aren’t working on commission, so they’re able to focus on getting you the right candidate, not just any candidate. Founded in a garage outside Leesburg, we have a startup mentality and a low turnover rate. Our recruiters are also highly specialized. They understand how to talk about software, and what startups look for.
Software engineering is a high-turnover field, especially for startups. Engineers often spend only a few months to a couple years at a single company. However, hatch IT-sourced engineers are the exception. To date, we’ve never had a placement leave within the first 90 days, and though we’ve been in the business for years, our all-time retention rate is 95 percent – significantly better than average.