The process
- 1
You submit the outcome or role
A conversation, not a form. We establish what success looks like and by when.
- 2
We check the role is feasible
If the budget, timezone or skill combination is unrealistic, we say so before you spend time on it.
- 3
We build and review the shortlist
The matching engine produces candidates; our operations team reviews the list and can reorder it with a documented reason. Underlying scores are never rewritten.
- 4
You receive three to five candidates
Each with a Passport: assessment evidence, work samples with provenance, intro video and availability.
- 5
Interview and paid trial
A short paid trial with defined scope, so both sides make the decision on real work.
- 6
Contract and onboarding
Contracting appropriate to the engagement model and jurisdiction, with onboarding support in the first weeks.
- 7
Ongoing support
Scheduled check-ins, an issue route, performance support, and a replacement workflow if the fit is wrong.
What Select includes
Human curation
An operations team reviews every shortlist before it reaches you, with the reason for any reordering recorded.
Protected contact
Candidate contact details stay protected until the engagement reaches the stage where sharing them is appropriate.
Replacement support
If an engagement is not working, there is a defined replacement route rather than a refund argument.
Select or self-serve?
Select is the right route when the role matters, the timeline is real, and you do not want to evaluate candidates yourself. It is the highest-service option and it stays that way deliberately.
If you would rather review candidates directly and move at your own pace, start with a brief instead. Both routes draw on the same verified talent and the same evidence.