Case study
Silvertalent: Three Full-Stack React and .NET Engineers
Silvertalent builds a talent acquisition platform. It briefed three full-stack React and .NET engineers at the same time, rather than one seat at a time. TalentSync ran the search and the technical screens; all three engineers signed within two weeks of the agreed brief.
The engagement at a glance
- Client
- Silvertalent
- Sector
- Talent acquisition platform
- Role placed
- 3 × Full-stack engineer
- Stack
- React, .NET
- Time to signature
- Two weeks
- TalentSync’s role
- Sourcing and technical vetting
Time to signature is measured from the agreed role brief to the signed offer, for this engagement. It is a record, not a service level.
The brief: three engineers, not one
A three-person brief is not three one-person briefs. The engineers have to be comparable in level, or the strongest one ends up reviewing the other two. They have to be available on roughly the same start date, or the team onboards three times. And they have to be people who will work alongside each other rather than three individual hires who happen to arrive together.
Silvertalent set the level explicitly at the brief and did not move it while the search ran. That is rarer than it sounds and it is what makes a simultaneous search possible at all.
Why React and .NET moved quickly
React paired with .NET is the strongest full-stack combination in the Moldovan and Romanian market. The .NET base in the region is deep — a lot of it grown inside enterprise and outsourcing work that has been carried forward rather than rewritten — and React is the default front end on top of it.
That depth is the honest explanation for the two-week figure. The same brief in Elixir, Rust or Scala would not have moved at that pace, and we would have said so before you briefed us.
How a three-person shortlist is different
We ran the same technical screen on every candidate so the shortlist was comparable rather than merely long: a component-design problem where the requirement changes mid-conversation, a question about versioning an API without breaking its consumer, and a walk-through of something the candidate had broken in production.
We then presented the shortlist as a set rather than as individuals, with a view on how the three would divide work between them. Silvertalent interviewed and selected all three; we did not rank them for the client.
The client screens engineers for a living, so the feedback on each candidate came back within a day and it was blunt. A fast, blunt feedback loop is worth more to a search than anything happening at the sourcing end.
What the engineers work on
Full-stack feature work on the Silvertalent platform, inside the client’s repositories, review process and definition of done. Silvertalent owns the architecture, the roadmap and the day-to-day management of all three engineers.
As everywhere else on this site, we are describing the engineers’ scope rather than the product’s results. What Silvertalent has built with them is Silvertalent’s to talk about.
If you are hiring a small team at once
Fix the level before the search starts and do not move it halfway through. Every simultaneous search that goes wrong goes wrong at that point, because a level change invalidates every candidate already in the loop.
Decide in advance who is interviewing all three. Splitting a three-person shortlist across three different interviewers produces three incompatible verdicts and a fortnight of argument.
And tell us whether the three need to be interchangeable or complementary. It is a different screen, and it is the question clients most often answer only after the offers go out.
Ask us about the Silvertalent engagement
We will walk you through what actually happened, including what did not go smoothly, and tell you honestly whether your role is one we can fill.