In the world of software development, great products are built by great people. But finding those people fast is a challenge, most companies still haven’t cracked.
Traditional recruiting processes are often bloated, fragmented, and painfully slow. On average, it takes companies over 35 days to hire a software engineer—time lost in endless screenings, misaligned candidates, and delayed decisions. And even after all that, teams often end up with hires who look good on paper but don’t truly fit the tech stack, the team dynamic, or the product goals.
Our approach is different. At Oceans, we deliver pre-vetted, technically assessed candidate profiles within 48 hours. That means faster interviews, reduced downtime, and a much higher chance of securing the right talent before they’re off the market.
So how do some teams consistently find high-performing engineers in a fraction of the usual time?
It comes down to three principles: precision, pre-vetting, and partnership.
Precision: Don’t Cast a Wide Net, Cast the Right One
Speed doesn’t come from rushing; it comes from removing noise. That starts with knowing exactly who you’re looking for. A precise intake process driven by professionals who understand both the technology and the business context cuts time spent sifting through irrelevant resumes. Instead of searching for “a senior developer,” define the must have skills, product context, team dynamics, and even maturity level.
This precision doesn’t just save time; it prevents mismatches that lead to early attrition or underperformance.
Pre-Vetting: Trust the Experts Who Know the Experts
One of the most powerful ways to reduce time-to-hire is by only interviewing candidates who have already been through a rigorous technical screen by actual engineers, not generic recruiters. This step eliminates uncertainty and surface level assessments.
In high-performing nearshoring models, this pre-vetting is not outsourced to algorithms or rushed assessments. It’s run by subject matter experts, often with domain specific knowledge in QA, DevOps, full stack development, and more. Candidates are evaluated not just on their code, but on communication, ownership, and their ability to work in distributed, high accountability teams.
Partnership: Build a community, not a Database
Speed is not just a result of a process. It’s also the result of relationships. Top firms build ongoing, two-way relationships with their talent. They invest in people long before the job openings arrive offering mentorship, community, and challenging projects that retain interest.
This means when a new opportunity opens up, they’re not starting from scratch. They’re pulling from a living network of ready to join experts who’ve been carefully curated and nurtured over time.
Why It Works
Together, these principles allow companies to go from job opening to first interview in a matter of days not weeks and to make confident hiring decisions without sacrificing quality. It’s not about working faster, but about designing a system that eliminates friction from start to finish.
Hiring is still one of the most human, high stakes decisions in business. But with the right combination of technical rigor, community building, and operational precision, it doesn’t have to be slow or risky.
If you're building a product that demands speed without compromising quality, Oceans can help. We specialize in nearshore talent partnerships across Latin America, with a focus on Triple-A engineers, those who are accountable, autonomous, and aligned with your goals from day one.
Our pre-vetted network of senior developers, QA specialists, and engineering leads is curated by technical experts, not generalist recruiters. That means faster hiring, better fit, and lower risk. Whether you’re scaling a team or filling critical gaps, Oceans connects you with the right talent in record time.
Explore some success stories from people who like you who have benefited from this approach and insights on our blog, or book a call to discuss how we can support your roadmap
Want to go deeper? Let’s schedule a call and talk about how to adapt this model to your needs.
