What we test for
Typical work
- SLOs that track what a customer actually feels
- On-call a team can survive, with runbooks that hold up at 3am
- Incident response, and postmortems that change something
- Capacity, load testing and failure drills before the traffic arrives
The coding test
We hand over a service with a real incident in its history: the alerts that fired, the dashboards, the logs. Write the postmortem, define the one SLO you would have set, and delete the alerts you would not have paged anyone for. Scored mostly on what they choose not to alert on.
Five interview questions you can reuse
We use questions like these in our soft-skills and technical rounds. Steal them for your own interviews.
What makes a good SLO?
A strong answer covers: Something a customer feels, measured where they feel it, with a target the business agreed to and an error budget that actually changes what the team does when it runs out. If breaching it changes nothing, it is a dashboard, not an SLO.
You are paged at 3am. What are the first five minutes?
A strong answer covers: Stop the bleeding before understanding it: check the last deploy and roll it back if it fits, confirm the scope from the user-facing signal, declare and hand off comms if it is big. Investigation comes after the customer is fine.
Half the alerts are noise. How do you fix that?
A strong answer covers: Delete them. Every page needs an owner, a symptom a user feels and an action to take; everything else becomes a ticket or a log line. Alert fatigue is a reliability problem, not a tidiness problem.
What makes a postmortem worth writing?
A strong answer covers: Blameless, with a timeline built from the data rather than from memory, and actions that have an owner, a date and someone tracking them. A postmortem that produces no change is a story.
How do you find out whether the system survives losing a dependency?
A strong answer covers: Make it happen on purpose, in a controlled window, starting in staging and moving to production with a kill switch. Timeouts, retries with backoff, and a fallback that has been tested rather than assumed.
One monthly price per developer. Everything in it.
No deposit, no minimum term, no placement fee. You pay one invoice a month for each developer on your team.
Per developer, all-in. Your quote arrives by email with your exact number after you send the brief.
- Developer pay, local payroll and taxes
- Vetting: coding test, soft skills, English
- Free replacement within 90 days
- A direct line to our CEO
What changes the price
- Seniority and role. Senior engineer, tech lead or architect.
- Stack. Some stacks and niche tools cost more to staff.
- Team size. Larger teams get a better monthly rate per seat.
- White-label. Agencies reselling under their brand get partner pricing.
Terms in plain words
- First 2 weeks risk-free: if it isn't working, you don't pay for them
- Month to month, 30 days' notice to end
- No deposit and no minimum number of seats
- Want to hire the developer full-time? Buyout of 3 months' fee in year one, 2 months' after
Questions tech leads ask us
How senior are your SREs?
Six or more years operating production systems, with real on-call behind them. We ask about an incident they handled badly and what changed afterwards; that answer tells us more than the ones that went well.
Do they take on-call?
Yes, on your rotation and your hours. They work US time zones, so you get an SRE who is awake during your business day rather than covering it from the other side of the world.
Can I see the coding test results?
Yes. Every profile card carries the score and the reviewer notes.
What does it cost?
$6,900 per developer per month, all-in, and flat: the same rate whatever the stack. Your exact quote arrives by email after you send the brief.
Skip the sales rep. Talk to the CEO.
Tell us what you're building, your stack and when you need people. Three matched profiles within 48 hours, and a straight answer on whether we're the right fit.