We reduce hiring risk
Navmika evaluates engineers the way engineering leaders evaluate them — not resume matching. Every candidate is screened across six dimensions before a profile ever reaches you, and what you receive is a candidate snapshot with a hiring recommendation, not a stack of resumes to filter yourself.
Recruitment consulting built by people with a software delivery background — permanent hiring, contract staffing, contract-to-hire, dedicated teams, and RPO, all run through the same evaluation process.
Too many resumes, too little insight
Most vendors flood the inbox — few help you make the call. The result looks the same across roles: inboxes full of resumes that all read alike on paper, no way to tell who can actually solve problems versus who just matches keywords, screening effort that never should have reached the hiring manager, and mis-hires discovered only after onboarding, when they're expensive to fix.
Hiring managers care about time to fill, quality of profiles, and offer-to-join ratio.
HR leads care about quality of hire, retention, and vendor reliability.
CTOs and engineering leads care about independent problem-solving and time to productivity.
Six dimensions, before a resume ever reaches you
Domain understanding
Can they understand the business?
System understanding
Can they learn existing applications fast?
Problem diagnosis
Can they troubleshoot independently?
Production ownership
Can they support and maintain live systems?
Communication
Can they work with teams and stakeholders?
AI collaboration
Can they use modern tools to accelerate delivery?
Beyond resume matching
Most vendors evaluate resume match. Navmika evaluates delivery readiness.
| Traditional staffing | Navmika | |
|---|---|---|
| Search method | Keyword search | Capability assessment |
| Primary signal | Years of experience | Delivery readiness |
| Screening approach | Resume screening | Problem-solving evaluation |
| Fit assessment | Skill matching | Domain understanding |
| Priority | Availability focus | Ownership focus |
| Deliverable | CV submission | Candidate snapshot & insights |
A candidate snapshot, not a resume dump
"We don't send resumes. We send candidate insights."
Every candidate comes with: primary skills, domain experience, production support exposure, testing capability, problem-solving assessment, AI collaboration readiness, time to productivity, and an overall recommendation.
Why this matters: hiring managers walk into interviews with full context instead of a blind screen — faster, more confident shortlisting decisions, and fewer mis-hires discovered after onboarding.
Flexible ways to access engineering-led evaluation
Permanent hiring
Long-term engineering capability, evaluated for delivery readiness from day one.
Contract staffing
Flexible access to specialized, pre-evaluated talent when you need it.
Contract-to-hire
Reduce hiring risk further; see real performance before converting.
Dedicated teams
Complete delivery teams assembled and screened against your objectives.
RPO
A strategic hiring partnership for organizations scaling fast.
Illustrative only — engagement terms are scoped per hire.
Frequently asked questions
How is this different from a typical staffing vendor?
Most vendors filter on keywords and years of experience, then submit resumes. Navmika screens every candidate across six delivery-readiness dimensions and delivers a candidate snapshot with a hiring recommendation — the difference between a resume dump and a decision you can act on.
What's actually in a candidate snapshot?
Primary skills, domain experience, production support exposure, testing capability, a problem-solving assessment, AI collaboration readiness, time to productivity, and an overall recommendation — full context before the interview even starts.
Can this run alongside a fractional GTM/CRO engagement?
Yes — many engagements start with fractional GTM/CRO leadership and add talent acquisition once a critical hiring need surfaces, evaluated by the same delivery-background team already embedded in the business.
What engagement models do you support?
Permanent hiring, contract staffing, contract-to-hire, dedicated teams, and RPO — all run through the same six-dimension evaluation process regardless of model.
Let's talk about your next hire.
See how engineering-led evaluation fits your hiring pipeline.
Talk to us