FOR HIRING TEAMS
Your candidates. A CTO-level interviewer. A decision you can defend.
Bryan Hall works with you to understand the role, personally interviews candidates already in your pipeline, and gives you an evidence-backed recommendation. You work with the same interviewer throughout the search.
For Senior, Staff, Lead, and Principal engineering hires. No candidate sourcing or placement.
You’ll speak with Bryan Hall, who conducts the interviews.
One service, two hiring situations
Keep candidates moving without pulling your senior engineers away from delivery. Bryan evaluates candidates against your role and hiring bar, giving your team evidence and focused questions for the next stage.
When you don’t yet have the technical leader needed to evaluate an early engineering hire, Bryan helps define the bar and assess whether candidates have the depth, independence, and judgment the work requires.
Continuity by design
Tech Talent Screen is built around one accountable interviewer, not access to a large interviewer pool. You meet your interviewer before the engagement, calibrate the role together, and work with that same person across every candidate. The interviewer learns your systems, constraints, and standards, so each subsequent evaluation is better aligned with your hiring bar.
That takes relevant hands-on experience—not simply a more senior title. Before we begin, we discuss the role and confirm that Bryan's experience is a fit for the evaluation you need.
The interview
We dig into the candidate’s past work: their decisions, constraints, failures and results. Follow-up questions help distinguish personal understanding from a convincing description of the team’s work.
Role-appropriate live exercises reveal how they investigate, make tradeoffs and respond as new information changes the problem. The reasoning matters alongside the result.
We evaluate the depth, independence and judgment the position needs—not seniority in the abstract. When relevant, that includes how candidates use AI tools and verify the work those tools produce.
What the candidate personally owned, decided, changed, and remained accountable for.
How far the candidate can explain, defend, critique, and extend the work they describe.
How the candidate reasons about constraints, failure modes, alternatives, and system consequences.
How the candidate investigates unfamiliar behavior and adjusts when the initial theory is wrong.
How the candidate works through an evolving problem rather than a static, rehearsed exercise.
How clearly the candidate collaborates, explains uncertainty, and uses AI without surrendering technical understanding.
The report
See the strengths, risks and observed evidence behind the recommendation, along with what the interview did not establish and what is worth exploring next.
HOW IT WORKS
Your company makes the hiring decision. We provide the technical evaluation, supporting evidence, and a clear recommendation.
Your team shares the role, expected outcomes, technical environment, and must-have signals. We turn those inputs into an explicit evaluation plan and confirm it with the founder, hiring manager, or technical lead.
Interviews typically last 60 minutes. If the role requires a longer session, we agree on that during calibration. Peer conversation, not a LeetCode screen. Follow-up adapts to the candidate’s evidence.
An independent advance or do-not-advance recommendation, observed evidence, risks, strengths, and focused questions for any further evaluation. A short debrief is part of the engagement — not a PDF dropped in an inbox.
Work with the same interviewer across the search. We discuss material calibration changes explicitly when new information about the role emerges, keeping the criteria coherent across candidates.
Your internal recruiter or recruiting partner can coordinate candidate introductions and scheduling. We agree on the workflow during onboarding.
HOW TO START
Bring a Senior, Staff, Lead, or Principal requisition and the candidates already in the funnel. On a 30-minute working session we map the hiring bar, which signals actually matter, and whether a CTO-level evaluation is the right next step.
If it’s a fit, we calibrate the role and begin evaluating your candidates. We’ll discuss scope, timing, and pricing on the call.
Interviews typically last 60 minutes. If the role requires a longer session, we agree on that during calibration. Volume across one search is available once the bar is calibrated.
TTS evaluates senior technical candidates already in your pipeline. We don’t source candidates, provide mock interviews or interview preparation, or offer high-volume junior screening. Your team makes the final hiring decision.
Discuss a Live RoleFAQ
Interviews typically last 60 minutes. If the role requires a longer session, we agree on that during calibration.
Every evaluation is currently conducted by Bryan Hall, with 30+ years of technical leadership and hiring experience. Bryan led Data & AI at Seismic during its growth from approximately $100 million to $3 billion in valuation.
Production ownership, architecture judgment under real constraints, debugging under ambiguity, and responsible AI usage — whether the candidate can use AI as a tool without surrendering the work.
A clear advance or do-not-advance recommendation, observed evidence, material risks, and targeted follow-up guidance for your internal interviews, plus a short debrief with the interviewer.
We can coordinate directly with the candidate or work within your existing scheduling process. We agree on the workflow during onboarding.
Yes. You can start with a single candidate after we calibrate the role.
No. Your company or recruiting partners source the candidates. TTS conducts the technical evaluation after candidates enter your funnel and before they enter the full engineering interview loop.
Yes. Every current evaluation is conducted by Bryan Hall. You meet Bryan before the engagement, calibrate the role together, and work with him throughout the search.
That can be a good fit when a founder — and, where necessary, a trusted technical advisor — can participate in a focused role-calibration session. We make the evaluation dimensions, interviewer boundaries, and candidate evidence explicit. Tech Talent Screen does not replace engineering leadership or make the final hiring decision.
Tech Talent Screen is built around one accountable interviewer rather than access to a large interviewer pool. The same person learns your role, evaluates each candidate, discusses the evidence with your team, and becomes better calibrated to your standards throughout the search.
No. It is a peer-level working session. Candidates are evaluated on ownership, architecture judgment, debugging under ambiguity, and how they use AI — not on puzzle performance.
No. We apply CTO-level judgment to Senior, Staff, Lead, and Principal individual contributors and tech leads. We do not run executive-search interviews for CTO or VP of Engineering candidates.
We’ll discuss pricing on the introductory call, along with the role, the evaluation you need, and how we’ll work together.
Volume services optimize for throughput and a shared interviewer pool. TTS optimizes for one named interviewer, a bar calibrated to your company, and a report your hiring manager can defend. That is a different product.
Bring a live role. We will talk through what success looks like, which signals matter, and how the interviewer would evaluate candidates already in your pipeline.