Submit a hiring requirement
One senior role, several openings, or a team built over time. Every requirement gets a straight answer on whether it fits Cube27's screening scope and current capacity.
- Full-time employment through Cube27, with payroll handled.
- Remote, hybrid, onsite or relocation arrangements.
- Commercial terms agreed in writing before candidates are presented.
Cube27 may decline requirements outside its technical screening scope, and does not publish rates.
Employment sits with Cube27. Direction sits with the client.
Employs and pays
Sourcing, screening, technical interviews, employment contract, payroll, hardware and check-ins.
Directs and decides
Final interviews, selection, daily work, priorities, performance review and continuation.
Delivers on the team
A Cube27 employee on a stable payroll, working inside the client's team model.
Swipe the table sideways to compare columns.
| Responsibility | Cube27 | Client |
|---|---|---|
| Sourcing, screening, technical interview | Cube27 | — |
| Final interview and selection | — | Client |
| Employment contract and payroll | Cube27 | — |
| Work hardware, at actual cost | Cube27 | — |
| Daily work and priorities | — | Client |
| Performance review on the project | — | Client |
| Removal from the engagement | Processed by Cube27 | Client |
| Replacement search | Cube27 | — |
Nine steps from brief to first day
Qualify
Role, level, compensation range, location and work model are checked against what Cube27 can credibly recruit and screen.
- Accept or decline stated up front
- Written role brief before sourcing starts
Source
Candidates come from the existing network, the inbound talent pool and targeted search.
- No mass CV forwarding
- Shortlist sized to the role
HR screen
Motivation, communication, notice period, work authorisation and engagement preferences.
- Availability confirmed early
- Compensation expectations captured privately
Technical assessment
A task matched to the discipline — a coding exercise, a design task, a test strategy or an infrastructure problem.
- Role-appropriate, never generic
- Result recorded on the candidate snapshot
Technical interview
Conducted by Cube27 engineers, technical leadership or the CEO — someone who works in the discipline being assessed.
- Written recommendation
- Known gaps stated, not hidden
References
Reference and background verification, carried out with the candidate's separate written consent.
- Consent obtained before any contact
- Status shown on the snapshot
Client interview
Whatever process the client runs. Selection is entirely the client's decision.
- Curated shortlist with assessment context
- No pressure to accept a candidate
Offer and onboarding
Cube27 issues the employment offer, completes payroll onboarding and arranges work hardware.
- Cube27 is the legal employer
- Hardware charged at actual cost
On assignment
The engineer works to the client's priorities. Cube27 runs periodic check-ins and handles employment matters.
- Client owns performance review
- Replacement search if the client requests removal
Frequently asked questions
Who employs the engineer?
Cube27. The employment offer is issued after the client selects the candidate, and Cube27 runs payroll and employment administration for the duration of the engagement.
Can a client remove someone who is not working out?
Yes — that decision belongs to the client. Because Cube27 is the legal employer, Cube27 processes the formal employment side under its agreement and applicable law, and starts the replacement search.
Who runs the technical interview?
Cube27 engineers, technical leadership or the CEO — someone who works in the discipline being assessed.
Who provides the laptop?
Cube27 procures it and the client is charged the actual cost, with buyback at an agreed depreciated value after a minimum of twelve months.
Is there a minimum number of hires?
No. A single senior role is a valid mandate, though the service works best for clients hiring several people or building a team over time.
Which roles fall outside the scope?
Sales, marketing, finance, general HR, administration and non-technical mass hiring. Adjacent technical roles are considered case by case.