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Frequently Asked

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How do you find candidates?

Well, almost everywhere. We have 5 main sources of talent:

  • A strong referral network of tech leaders
  • Our own 25k+ candidate database from the last 5 years
  • Advanced Boolean search (LinkedIn, GitHub, job boards, Google), and direct outreach
  • Niche online communities and Telegram groups
  • Events, meetups
  • Targeted job ads

 

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What happens if a candidate drops out or does not work out?

Fair question. If someone leaves before the end of their 3-month probation, we replace them with zero delay.

You get a new candidate quickly, and the guarantee period resets.

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5. What is your typical time-to-fill for roles like ours?

The vast majority of our roles get first candidates within 48 hours of kickoff.

Average time-to-fill is around 3 to 4 weeks.

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Can you show examples of similar companies you have hired for?

Yes. We have worked with Bitget, Zilliqa, DAO Maker, and over 50 others. Once we know which roles you are hiring for, we can share the most relevant examples.

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Do you work globally or just in MENA / Dubai?

We work globally. Right now we support clients from Singapore to New York.

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How do payments work?

It depends on the model:

  • Contingency and outstaffing are success-based
  • Retainers are monthly fees with weekly activity reports
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What if we already have internal recruiters? Can you still help?

Yes. We regularly support in-house teams by taking over senior or hard-to-fill roles. We can work behind the scenes or as part of the team, depending on what you prefer.

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    How is Step In different from other recruiters or platforms?

    We are fast, honest, and fully aligned with your goals.

    The best way to test that is to assign us your hardest role and see how we deliver. 🙂

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      What is your screening process like?

      We keep it simple but thorough. First there is a quick CV and LinkedIn check, then an async questionnaire, and finally a 30-minute video interview with one of our senior recruiters.

      We do not assess coding line by line, but we have done this long enough to know when someone is not legit.

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      What is the difference between contingency, outstaffing, and retained?

      All three models deliver results. The difference is in structure and pricing:

      • Contingency: 12 percent of annual salary, only if you hire. Candidate joins your payroll directly.
      • Outstaffing: 20 percent monthly fee. Candidate is on our contract. You can replace anytime.
      • Retainer: Fixed monthly fee. Our recruiters join you as your dedicated partner. Best for volume or speed hiring.
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      Who is actually working on my roles?

      Our recruiters, which have 10 or more years of experience in tech hiring. 

      StepInX is in touch with them daily and thoroughly reviews each candidate before they are submitted to you.

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      How many candidates should we expect weekly?

      Usually 2 to 4 quality profiles per week, depending on the role. We prioritize quality over volume.

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      How involved do we need to be in the process?

      As involved as you want to be. Fast feedback helps us move quickly. The more context you provide, the better the results.

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      Can you handle confidential searches or stealth hires?

      Yes. Confidentiality is standard. Our service agreements include all the clauses needed to keep your search strictly private.

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      Can we pause or scale the search effort?

      Yes, you can scale up or down anytime. We just ask that any roles you assign are roles you are truly committed to filling.

      Still Have Questions? Get In Touch!

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