We screen talent fast, for skills and team fit.

A hundred CVs. One conversation worth having.

Screened before you spend an hour.

Where this usually starts

The vacancy stays open, and each new shortlist restarts the screening.

time-to-fill · shortlist-to-interview ratio
Senior engineers do the first-round screening themselves, interview after interview.

engineer hours per hire · screen-to-offer ratio
The evidence available before the hire did not match what the role needed.

early attrition · repeat searches

How the search runs: brief, screen, shortlist, hire.

Professional recruiters, working with AI at every step: our own agents prepare the material, people make the calls.

Brief

A conversation about the role: what the person will actually do, what has to be there from the start and what can be learned. Our AI agents turn that conversation and your job description into a brief and a screening strategy for the role; the recruiter and a reviewer who knows the field refine it with you.

Screen

Candidates we present go through a structured screening before anyone on your side spends time: an AI interviewer asks questions built from the brief, candidates answer in writing, the recruiter reads the answers, and a reviewer competent in the role's field checks the technical ones. Software asks; people decide.

Shortlist

You receive a shortlist, not a forward of everything that came in. For each person: the answers as submitted, the recruiter's and the reviewer's notes, and the questions we suggest for your call. Your interviews start from the record, not from the CV.

Hire

Offer and start: we stay in touch with you and with the person after the start. The terms of a repeat search are written into the agreement.

Work runs during European business hours.

Three ways to engage

Recruiting

Trigger: You hire directly and want the search and the screening done by a practice that builds software itself.
What you receive: A brief you agreed, a shortlist with each candidate's submitted answers and the recruiter's notes, and support through offer and start. Repeat-search terms are written into the agreement.
What it is not: Not a CV feed: candidates we present have completed the screening.

Contract staffing

Trigger: You need engineering capacity for a defined piece of work, without opening a position.
What you receive: A defined scope with deliverables, delivered remotely by a contractor engaged through us on a business-to-business basis. Work allocation, acceptance and reporting run through us, with substitution if needed.
What it is not: Not our employee placed under your management, and not a seat on your org chart: a service with deliverables, delivered by an independent contractor.

Outstaffing

Trigger: You want an engineer working under your direction, inside your team, without employing them yourself.
What you receive: An engineer we found and screened, contracted and administered through us, working under your direction for as long as the engagement runs. The form and the country are agreed before the search: the law on this differs by country.
What it is not: Not available everywhere and not for every role. The countries and forms we work in are agreed per case, and where the law says no, we say no.

Screening, not a questionnaire

A recruiter runs each search with our own AI workflow behind them: agents draft the brief and the screening strategy, an AI interviewer asks the questions, and the recruiter reads the answers with a reviewer who knows the field before deciding who moves forward to you.

Software never advances, rejects or ranks a candidate. The workflow standardizes how answers are collected, so the review is documented and comparable. It is not available as a separate service; it is the workflow we use for our own hiring.

Candidates answer once, in writing, at their own pace, instead of repeating the same first interview for every agency. For them it saves time; for you it means a shortlist that arrives with the evidence.

How engagements work

FAQ

Who does the screening?: A recruiter runs each search, with our own AI workflow behind them and a reviewer who knows the role's field. The AI interviewer asks structured questions built from the brief and stores the answers; the recruiter and the reviewer read them and decide who moves forward to you. The hiring decision is yours. Software never advances, rejects or ranks a candidate.
What does hiring through realad cost?: A recruiting fee for a hire, or a rate for contract work and outstaffing. All are agreed in writing before the work starts and quoted after a fit call.
Where do the engineers work from?: Remotely. Eligible locations and the form of engagement are agreed for each role, and some forms are available only in some countries: we say so before the search starts. Contractors work on a business-to-business basis; outstaffing, where it is available, puts the person under your direction with the contracting and administration through us.
Can you also build the product?: Yes, within the engineering directions on this site: automation, controlled AI delivery, cloud and security. The people who write the screening questions build systems themselves, which is why the questions are about the work rather than about a keyword list.

One more thing

Is there a role where the screening keeps landing on your engineers?

A vague request is fine. "Not sure if this is your thing" is enough to start.

Every email gets a reply within working hours.