Backend developer recruitmentClients in the UK, Europe and USA
So every backend CV lands on your desk for a second read. A developer who works in your stack reads it first, and only the candidates worth a final interview reach you.
01
A recruiter can match Node.js, Java or Go to the job description. Only an engineer can tell whether the candidate understands what happens when a request fails halfway. So you re-read every CV between incidents and code review, and too many still fall at the first technical interview.
02
You need CVs that pass engineering’s interview, so you can send a shortlist it trusts. An engineer reads every CV before it reaches you. Fewer CVs, but better ones.
58%
of HR and recruitment leads who use agencies say the main reason engineering rejects agency candidates is that the CV looked good, but the person couldn’t do the job.
A developer or CTO who works in the stack interviews every candidate. Each of these is a question you would otherwise only answer in your own interview.
Whether they can trace request handling, error propagation and concurrency in the language they claim, and structure code that is easy to test and change.
Whether they can model a realistic domain, reason about indexes and transaction boundaries, diagnose a slow query and justify a relational, document or cache choice.
Whether their API contracts, idempotency and queue handling still hold during retries, partial outages and schema changes.
They can explain what their framework, ORM and database do for them, and how they would investigate a failure without copying fixes from an AI assistant.
They can explain how they check generated code and tests, keep confidential data out of prompts and stay accountable for what reaches production.
They will dig into an unfamiliar system, and say plainly what they know, what they have not done before and when they need help.
We recruit backend engineers across Node.js, Python, Java, Ruby on Rails, C#, .NET Core, PHP and Go. A developer who works in your stack screens every candidate on API design, data modelling, service boundaries and production reliability.
Either way you get about 3 to 5 screened CVs a week, per role.
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“Metamindz helped us recruit our now CTO, reviewing CVs as they came in and then putting the CTO through a thorough 90-minute live 360 technical test. Feedback from our now CTO of the test was glowing and comms from Metamindz throughout the entire process were excellent. Highly recommend!”
Rupert Boddington
Co-Founder, Pockla
“Worked with Lev and Max. We worked with MetaMindz to help us interview and assess software engineering candidates. They were professional and great from the outset and throughout, great speed too. Would 100% recommend and we will be working with them again.”
Alexander Bushe
CEO, Fuller Focus
“We found it really easy working with Lev and the team to hire for our lead developer role and despite it still being early days, our new hire is making an impact already!” source
Billy Whiffen
Google review
Brought a collaborative management style across departments, and a sales background that helps with both commercial and technical decisions.
Launched a new platform and made eLocker's leadership more confident in architecture conversations.
Impact as described by Billy Whiffen, eLocker.
£5,000
Fixed fee for your first role
15% to 17%
Commission on each further hire
Deep technical interview (Route 2)£300 an hour
A 1.5 to 2 hour live-coding and technical grilling session per final candidate.
All fees exclude VAT.
Tell us about the roleOur recruitment experience includes Node.js, NestJS, Express, Python, Java and Spring, Ruby on Rails, C#, .NET Core, PHP and Go, plus relational and NoSQL databases.
Yes. The screening can cover RESTful API design, data modelling, ORM use, database performance and production debugging.
Yes. We adapt sourcing and assessment to the required seniority, ownership level and architecture responsibilities.
Give us a few details about the role and your hiring plans. We'll assess your needs and get back to you with a practical next step.
Listed for reference. We use these to scope the brief with you. A keyword on a CV is where screening starts, and the interview decides whether the candidate can do the work.
Teams usually bring us in for: A backend team adding specialist depth. A platform moving beyond its first architecture. A product with complex integrations or data requirements.