Yes. Pay creates bias. So does performance pressure. So does naivety. Connector bias is better than the bias of conventional recruiters for two reasons. 

• A recruiter has the added bias of a quota, or their livelihood. 
• Connector bias is offset by previous work experience with the candidate and more technical insight into the work. Without first-hand experience, recruiters are more easily compelled by candidates who are not a fit, or who have a bad track record. 

We use the same filters. Tests, pre-screening interviews, etc. The difference is what we are filtering to start with. Peer-referred candidates have a strong tendency to be of higher quality than random databases-sourced candidates. Think of candidate screening like air filtration. We use the same filters, but process far less smoke and toxins. The outcome is cleaner air. 

No. We provide our services at the same costs of traditional staffing firms.

No. All costs are deferred until you hire one of our candidates.

No. Our community of Connectors will not make referrals until your open position is fully approved and live. Tech candidates are not a durable inventory. Their skills, lives and work interests change fast. We are committed to meeting them with the complete, relevant details at the right time.  

Information technology and technology adjacent means all professionals who do the direct technical work like software development, data architecture, and systems engineering, along with those who work directly adjacent to technical professionals as business analysts, scrum masters, data analysts, user support, etc.