Understand the work behind the posting
“Senior backend engineer” can mean owning a service, stabilizing an integration, improving database performance, or leading less experienced developers. We pin down which problem you are actually hiring for.
Engineer-led recruiting for software teams
Software recruiting, led by someone who has done the job.
Work directly with a software engineer who brings 15 years of experience and hundreds of engineering interviews to your search. Candidates are personally evaluated for the work your team actually needs—not just the technologies listed on their résumés.
Built for CTOs, founders, and engineering leaders hiring senior backend and full-stack talent.
Value
Practitioner judgment, not résumé matching.
The person helping you hire engineers should be able to have a substantive technical conversation with them. That is the foundation of how we work.
Evaluate real ownership, not buzzwords
A résumé might list PostgreSQL or microservices. We ask what the candidate personally designed, debugged, and decided—and whether that experience maps to your environment.
Protect your team’s interview time
You still make the final hiring decision. Our job is to make the people you meet better qualified for that conversation, with clear context before you invest the calendar.
Process
How an engagement works
Straightforward steps. Technical judgment where it creates value. Clear communication throughout.
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Intake on the real role
We dig into what the person will own, which technologies are truly essential, what has been missing in previous candidates, and how your team decides. The output is a hiring brief—not a recycled job description.
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Targeted sourcing
We look for people whose experience is relevant to the work—not everyone whose résumé mentions the same stack. Candidates talk with someone who can explain the opportunity beyond the title.
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Personal technical screen
Andrew screens every candidate we submit as technically evaluated. The conversation is grounded in your role: ownership, depth through real work, and judgment—not a generic trivia quiz.
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Introductions with evidence
You receive a concise engineering assessment: relevant experience, what was discussed, why they appear appropriate, and where your team should investigate next. Then we help coordinate interviews through the offer.
Fit
Who CodeCampaign is built for
Strong fit
- Growing SaaS and software companies, roughly 20–300 people
- Senior backend and full-stack roles
- Stacks where we can evaluate with confidence: Rails, Python, React, Next.js, PostgreSQL, GraphQL, AWS
- Technical founders, CTOs, VPs of Engineering, and engineering managers who own the hire
- Teams that want fewer, better-informed introductions
Not the right match (yet)
- Highly specialized domains outside our evaluation depth (e.g. compilers, semiconductor design)
- Volume pipelines that prioritize résumé volume over technical assessment
- Searches where agencies are explicitly excluded and that policy will not change
Internal recruiters are welcome partners. We can contribute technical screening and focused sourcing alongside your process.
Founder
Andrew Baldwin
Software engineer with 15 years of experience building products and working with engineering teams. He has interviewed hundreds of engineers—and is building a recruiting practice around a simple idea: the person helping you hire should be able to talk shop on both sides of the table.
His background spans hands-on development and the systems that keep software running in production: APIs, integrations, background processing, web and mobile applications, and cloud infrastructure. Technologies he works with include React, Next.js, React Native, Python, Ruby on Rails, GraphQL, PostgreSQL, and AWS.
That experience shows up in the questions we ask, the candidates we present, and the assessments we write. You are not just getting someone who can find résumés. You are getting someone who has spent 15 years doing the work.
“I work directly with hiring teams to understand the role, then personally assess candidates before making an introduction. My goal is more than a résumé: a clear explanation of what the candidate has done, why their experience is relevant, and where your team should dig deeper.”
FAQ
Straight answers
Are you replacing our technical interview?
No. Your team should make the final hiring decision and assess the areas most important to you. Our job is to make the candidates you meet better qualified for that conversation and give you useful context before you invest the time.
Who actually screens candidates?
Andrew personally screens every candidate submitted as technically evaluated. An AI summary, résumé review, or automated questionnaire is never presented as his assessment.
What kinds of roles do you take on?
We focus on senior backend and full-stack engineering roles for growing software and SaaS companies—especially environments involving Rails, Python, React, Next.js, PostgreSQL, GraphQL, and AWS. Adjacent mobile experience (React Native) can fit when the role aligns.
How do you introduce a candidate?
With a concise engineering assessment: relevant experience, what was discussed, why they appear appropriate for this particular role, and what you should investigate next. We confirm interest and practical alignment before any introduction.
We’re not sure we need outside help. Should we still talk?
If you have an open engineering role and want a second perspective on how to define or fill it, a short conversation is enough to decide whether we can help. No pressure—and no invented urgency.
Next step
Have an open engineering role?
Tell us what you’re hiring for. If it’s a fit, we’ll schedule a focused intake and put practitioner judgment on the search.
Email Andrew
sienna@codecampaign.co