Stop hiring blind.
Every candidate in our talent pool has spent 4 months working inside a simulated engineering team. You don't get a resume and a coding test score. You get a record of how they actually work.
The Problem
The problem isn't finding candidates. It's knowing what you're getting.
Resumes are claims, not proof
"Proficient in React" could mean anything from built a todo app to shipped production code at scale. Resumes show what someone wants you to believe. They don't show how someone works.
Coding tests miss the real skills
Passing a LeetCode hard doesn't predict whether someone will communicate a blocker before it becomes a week-long problem, or whether they'll ask the right questions before building the wrong thing.
You find out after they join
The most expensive part of a bad hiring decision isn't the salary — it's the senior developer time spent compensating for someone who doesn't know how to work in a team. You only discover this after they're already on board.
What We Offer
What we give you instead
Behavioral records, not profiles
Every candidate has a record built from 4 months of daily simulation work — tasks completed, PRs raised and reviewed, standups attended, blockers flagged. You see patterns, not snapshots. You see how they respond to feedback, how long before they ask for help when stuck, whether their work quality is consistent or bursty.
Describe what you need. Get matched candidates.
Tell us the stack, the team size, the type of problems this person will be solving. Our team works with you to define what "entry level" actually means in your context — because it means something different at a 10-person startup than at a 500-person product company. We match against behavioral records, not keywords.
You're talking to engineers, not HR.
When you work with us, you're working with people who understand what your team actually needs. We'll help you define the requirement, match you with candidates whose records fit, and support you through the process.
What a candidate record looks like
Candidate A — Backend Node.js track, Cohort 1
Stack: Node.js · Express · PostgreSQL · Git
Traditional Hiring
Resume screening
Coding interview (1-3 hours)
System design round
Reference checks
No data on communication patterns
No signal on learning ability
Humans of Code
Behavioral record from 4 months of real simulation work
Actual PRs on a real codebase — reviewable by your own engineers
Communication and work-habit data alongside technical skills
Answers the real question: how will this person function on my team from day one?
We're building this with our first customers — not just for them.
We're placing our first cohort in mid-2026. The tools we're building — candidate matching, behavioral queries, requirement intake — are being shaped by the engineering managers and tech leads we're working with right now.
If you want early access to candidates and want a say in how the hiring experience is designed, we'd like to talk to you. Not as a vendor. As a partner.
Talk to Us →Or email [email protected] — we respond within 24 hours.