Technical CV review
An engineer reads every CV looking for depth, inconsistency, inflated titles, and role fit. We identify what the keywords are hiding and what the experience actually signals.
Brilliant engineers write boring CVs.
Skilled engineers undersell themselves. Keyword-heavy CVs rarely back it up. Isazi sits between your shortlist and your client — reviewing CVs, running technical screens, and delivering a clear report within 48 hours.
The problem
A CV is a marketing document, not a technical record.
React. TypeScript. AWS. PostgreSQL. Microservices. The keywords are everywhere. But they don't tell you whether a candidate has actually shipped production systems, debugged real incidents, or operated at the seniority their profile claims.
Isazi gives recruiters access to engineering judgement before a candidate reaches the client. We help you find the signal underneath the keywords.
What we do
We look at candidates the way engineers do.
Submit a CV. We'll tell you what it actually means — technically, and in the context of the role you're filling.
Engineer-led screening call
A working engineer interviews each candidate on what they've actually built: systems, tradeoffs, incidents, decisions. Not algorithm questions. Real engineering experience.
Practical skill assessment
Where the role demands it, we give candidates a task grounded in real engineering work — the kind of problem they'd face in their first week, not on a whiteboard.
Client-ready scorecard
You receive a written report: seniority verdict, technical strengths, risk areas, and suggested follow-up questions. A clear brief your team can hand to a client.
The Isazi scorecard
Everything your client will ask about — answered before the interview.
Our reports give you and your client a defensible, evidence-backed view of the candidate. We don't rate people out of ten. We explain what we found and why it matters.
Each scorecard covers twelve dimensions of engineering readiness — from production depth to communication clarity — with a clear hiring recommendation at the end.
✓True seniority level
✓Role fit
✓Technical depth
✓Production experience
✓System design maturity
✓Code quality signal
✓Testing mindset
✓Cloud and DevOps exposure
✓Database reasoning
✓Communication clarity
✓CV claim confidence
✓Hiring recommendation
How it works
Stop guessing. Know before you send.
Send us the role and CVs
Share the job requirements and candidate profiles. Include any client-specific context — seniority expectations, stack requirements, or team structure.
We do the technical read
Our engineers review each CV the way a senior hiring manager would. We spot depth, inconsistency, seniority inflation, and misalignment with the role.
We interview or assess the candidate
A working engineer runs a focused technical screen on the actual role — probing real experience, systems built, and decisions made under pressure.
You receive the scorecard
Within 48 hours, you get a written report with a hiring recommendation, technical risk flags, strengths, and specific questions for your client's interview.
From the blog
Thinking on hiring, engineering, and AI.
Hiring in the age of AI
When anyone can generate a polished CV in minutes, the document stops being a signal. Here is what to do instead.
Read article →Becoming an AI-first organisation
Most companies want to be AI-native. Few know what kind of engineers that actually requires — or how to identify them.
Read article →Using AI in your hiring process
AI tools can speed up hiring — but only if you know which parts of the process they improve and which parts they make quietly worse.
Read article →Work with Isazi
Send us your next batch. We'll tell you who's ready.
Start with two or three CVs and see what the process produces. Most screenings are completed within 48 hours. You get a clear report on every candidate — something you can use with confidence.