Developer vetting is the process of checking that a software engineer is capable, reliable and genuine before they join a team. It covers technical skill, real experience, communication, references, identity and, where needed, background and right-to-work checks.
A replacement guarantee is a staffing promise to supply a substitute if a placed engineer leaves or proves a poor fit within an agreed window. The replacement normally carries no second placement fee, though conditions and exclusions apply.
Right to work is a person's legal permission to be employed in a country, and the checks employers make to confirm it before someone starts. In the United States, the phrase also names laws on union membership.
Technical screening is the early stage of hiring where a candidate's engineering skills are checked, through tests, calls or reviews, before full interviews. It filters the pipeline so senior interviewers spend time only on credible candidates.
A background check verifies facts about a job candidate, such as identity, work history, education and references, before or during hiring. Criminal or credit checks are included only where local law allows, and with the candidate's knowledge.
A coding assessment is a practical exercise in which a candidate writes, debugs or reviews code so a hiring team can judge their skill on realistic work. It may be a timed online test, a take-home task or a live paired session.
A talent pool is a group of pre-screened candidates that a company or staffing partner keeps in contact with, so roles can be filled quickly when they open. It turns hiring from a fresh search into a shortlist that already exists.
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