Stop reading résumés. Hire the right person.
Email us the role. We come back with one candidate who isn't exaggerating their ability, actually wants your role specifically, and has shipped a real project in your domain you can read before scheduling a call.
Hiring takes weeks. Most of it isn't hiring.
- 3 hours writing the JD
- $500+ per board to post and boost
- 10 hours sorting a thousand résumés
- 30+ hours of phone screens, panels, take-homes
- 3-6 month ramp before they're useful
You write a JD. You pay to boost it on three boards. A thousand applications land. Most are AI-written; you can't tell which fifty are real.
So you sort. You phone-screen twenty. You run technicals with five. You give two of them take-homes. You check references. By week six, you make an offer. Sometimes they take it. Sometimes they took Anthropic last Friday and never told you.
All of that work exists to verify two things: can they actually do the job, and do they actually want it. The whole funnel is built to figure that out — and it still gets it wrong half the time.
Six weeks of senior time. And the answer is still maybe.
We've already done the verifying.
The funnel exists to answer two questions about a stranger. We've spent months answering them. Hiring through us is one email, one optional call, and an offer.
- 01 · you email us the role. a few sentences is enough.
- 02 · we send one candidate. with their project attached.
- 03 · optional one call. the work is already in front of you.
- 04 · offer. ramp is short — the project they shipped was in your domain.
- — the JD-writing session
- — $1,500+ in boost fees across three boards
- — the 1,000-résumé inbox
- — twenty phone screens
- — a four-stage technical loop
- — take-home grading
- — reference calls
- — a six-month ramp
Same hire. Most of the funnel skipped.
No exaggeration. No spray-and-pray.
The two things every résumé hides. We don't send candidates who fail either one.
We've watched them work for months.
latch has been talking to each student like a mentor would, for months. We know what they've actually built. We know what they oversold. We know what they avoided.
A résumé makes you reverse-engineer who someone is in thirty minutes. We hand it to you straight.
They chose you. Not twenty places.
Most college applications are spray-and-pray. Twenty companies, all variants of the same buzzword paragraph, all "I'm so excited about your mission." The candidates we send aren't doing that.
You're not meeting someone applying everywhere. You're meeting someone who chose your kind of work, your size of company, your stage — and told us so over months.
We know each student's calendar — graduation, what they're committed to next semester, when their summer opens. We don't send candidates three weeks from another offer.
Every candidate has shipped a week-long, spec'd build close to your kind of work. We've read the code, the commits, the walkthrough. You read it next.
No close to do. We already did it.
Tell us what you need.
One email is enough. The role, the seniority, the must-haves. We come back with one person.