Hire the right technical people with confidence.
Hiring IT talent is hard when you do not have a technical leader who can evaluate candidates properly. Resumes look impressive, interviews go well, but three months later you realize the new hire cannot deliver. Bitvea acts as your technical screening partner. We evaluate candidates' real skills through code reviews, technical interviews, architecture assessments, and portfolio analysis. You get an honest, detailed recommendation for every candidate so you can make hiring decisions based on evidence, not gut feeling.
Most small and medium-sized businesses do not have a CTO or senior technical lead who can reliably assess IT candidates. HR teams and hiring managers can evaluate cultural fit and communication skills, but they cannot tell if a developer actually writes good code, understands architecture patterns, or can solve real problems under pressure. This leads to costly mis-hires: developers who interview well but deliver poorly, contractors who overstate their experience, and teams that struggle because the wrong people were brought on board. Every bad hire costs months of lost productivity, wasted salary, and the effort of starting the search over again.
We work with businesses across industries. Here are some of the most common scenarios where this service delivers real results.
Startup founders and small business owners making their first technical hire. This is the most critical and risky hire because there is no one internally who can evaluate candidates. We ensure you bring on someone who can actually build what your business needs.
Companies with a small development team that needs to grow but whose existing developers are too busy building to run thorough interviews. We handle the technical screening so your team can stay focused on delivery.
Before committing to a freelancer or contractor for a critical project, have them screened. We evaluate their technical fit for your specific project requirements, so you know what you are getting before signing the contract.
Companies considering an outsourcing agency can have us evaluate the actual developers who will be assigned to their project. This ensures the team matches the skill level promised during the sales process.
Before acquiring a company or investing in a tech startup, you need to know if the technical team can deliver. We evaluate key technical personnel and assess whether the team has the skills to execute the roadmap.
Companies that want an objective view of their current team's technical capabilities. We assess existing team members to identify skill gaps, training needs, and areas where additional hires would have the most impact.
We assess each candidate's actual technical skills, not just their self-reported experience. Our evaluations cover code quality, problem-solving ability, architecture understanding, and practical knowledge. You get a clear, honest picture of what each candidate can and cannot do.
A bad technical hire costs far more than the screening fee. Between wasted salary, lost productivity, and the cost of restarting the search, one wrong hire can set a project back months. Proper screening catches mismatches before they become expensive problems.
You do not need a CTO or VP of Engineering on staff to hire well. We bring the technical expertise you need for the hiring process without the overhead of a full-time technical leader. Think of us as your on-demand technical interview panel.
Instead of running multiple rounds of interviews and still feeling uncertain, you get a structured evaluation with clear scores and recommendations. This speeds up your decision-making and reduces the time candidates spend waiting, which helps you secure the best people before competitors do.
We integrate into your existing recruitment workflow. Whether you source candidates yourself, work with recruiters, or receive applications directly, we step in at the technical evaluation stage and deliver results in your preferred format.
We screen frontend developers, backend engineers, full-stack developers, DevOps specialists, data engineers, and technical leads. The evaluation is tailored to the specific role and seniority level you are hiring for, so it always matches your actual needs.
We conduct a structured technical interview tailored to the role. This covers core technology knowledge, system design thinking, debugging approach, and real-world problem-solving. The interview is designed to reveal practical ability, not textbook knowledge.
We review the candidate's existing code, whether from a take-home assignment, open source contributions, or their GitHub portfolio. We evaluate code quality, readability, testing practices, error handling, and adherence to modern standards.
For mid-level and senior candidates, we assess their ability to design systems, make technical trade-offs, and think about scalability, security, and maintainability. This reveals whether they can lead technical decisions or just follow instructions.
We analyze the candidate's public portfolio, GitHub activity, and past project contributions. This gives context beyond the interview: how they work over time, how they collaborate, and the quality of their independent work.
Beyond raw technical skill, we evaluate how the candidate communicates technical concepts, handles feedback, and approaches collaboration. A skilled developer who cannot work well with your team is still a bad hire.
You receive a structured report for every candidate covering all evaluated areas. Each area includes a score, specific observations, and concrete examples. The report ends with a clear hire or pass recommendation and any caveats we think you should consider.
You tell us about the role, the technical requirements, the team the person will join, and what success looks like. We use this to design an evaluation that matches your actual needs, not a generic checklist.
We prepare a tailored screening plan for the role: which technical areas to assess, what level of depth is appropriate, and what format the evaluation will take. For senior roles, this includes architecture and system design components.
We conduct the technical evaluation: interview, code review, portfolio analysis, and any additional assessments. The process typically takes a few days per candidate and can run in parallel for multiple candidates.
You receive a detailed evaluation report with scores, observations, and a clear recommendation. We are available to discuss the results, answer questions, and help you make the final decision with confidence.
You tell us about the role, the technical requirements, the team the person will join, and what success looks like. We use this to design an evaluation that matches your actual needs, not a generic checklist.
We prepare a tailored screening plan for the role: which technical areas to assess, what level of depth is appropriate, and what format the evaluation will take. For senior roles, this includes architecture and system design components.
We conduct the technical evaluation: interview, code review, portfolio analysis, and any additional assessments. The process typically takes a few days per candidate and can run in parallel for multiple candidates.
You receive a detailed evaluation report with scores, observations, and a clear recommendation. We are available to discuss the results, answer questions, and help you make the final decision with confidence.
Pricing depends on the seniority of the role, the depth of evaluation required, and the number of candidates to screen. Junior developer screenings are simpler and faster. Senior and lead roles require architecture assessments and deeper evaluation. Volume discounts apply when screening multiple candidates for the same role.
A single candidate screening typically takes 1 to 2 weeks from briefing to final report. If you need to screen multiple candidates, we can run evaluations in parallel to keep the overall timeline short. Urgent screenings can be completed faster when needed.
We evaluate candidates for any IT role: frontend developers, backend engineers, full-stack developers, mobile developers, DevOps engineers, data engineers, QA specialists, and technical leads. We tailor each evaluation to the specific technology stack and seniority level of the role.
Recruiting agencies find candidates. We evaluate them. If you already have candidates from your own sourcing, job postings, or recruiters, we focus purely on assessing their technical ability. We do not source candidates or take placement fees. Our job is to help you make better hiring decisions.
The report covers every area we assessed: technical knowledge, code quality, problem-solving approach, architecture thinking, communication, and collaboration style. Each area includes a score, specific observations, and examples from the evaluation. The report ends with a clear recommendation and any concerns we think you should be aware of.
Yes, that is the most common scenario. You source candidates through your own channels, job boards, or recruiters, and we handle the technical evaluation. This works well because your HR team or recruiter handles cultural screening and logistics while we focus on technical skills.
Typically 1 to 2 weeks from when we receive the candidate's information to when you get the evaluation report. The actual evaluation session takes a few hours. The rest of the time accounts for scheduling, portfolio review, and report preparation.
We can accommodate urgent requests. If timing is critical, we prioritize the evaluation and can deliver results within a few days. Let us know your deadline and we will work with your schedule.
We provide a thorough, honest evaluation of technical skills, but no screening process can guarantee a perfect hire. What we can guarantee is that you will have a clear, evidence-based understanding of each candidate's technical abilities, which significantly reduces the risk of a bad hire.
Screening starts from 15,000 CZK per candidate. The exact price depends on the role seniority, the depth of evaluation, and the number of candidates. We offer volume pricing when screening multiple candidates for the same role.
Yes. Some companies hire us to evaluate their current technical team, identify skill gaps, and recommend where additional hires or training would have the biggest impact. This is especially useful before starting a major project or after a period of rapid growth.
Our team has deep experience across modern web technologies (React, Node.js, TypeScript, Python), cloud infrastructure (AWS, Azure), databases (PostgreSQL, MongoDB), mobile development, and DevOps practices. If you are hiring for a niche technology, we will be upfront about whether we can evaluate it properly.
A fintech startup scaling from 15 to 40 engineers had already made three costly mis-hires at the senior level, wasting roughly $180,000 in salaries, onboarding, and lost productivity. They brought Bitvea in to screen all technical candidates before extending offers. Over six months, Bitvea evaluated 45 candidates through structured technical assessments, architecture reviews, and culture-fit interviews. Of the 12 candidates recommended, all 12 were hired and all 12 remained at the company after one full year. The mis-hire rate dropped to zero.