CardboardVerified hiring for teams that cannot afford a bad hire.
Three roles open in Bengaluru, one of them genuinely hard. Here is how we would work them, and exactly what lands in your inbox when we submit someone.
Two founders, an EF cohort, and a network that does the sourcing.
Parth runs the client side and every intake call. Biswa runs product and sits in on technical screens himself. Behind us is a specialised recruiter community that works our mandates, which is how three roles get worked in parallel rather than one after another.
The Design Engineer role is not a design role.
Two of your three roles are fillable with good process. The third is a different problem, and it is worth being direct about why.
You are not looking for a designer who codes.
You are looking for a creative-coding profile — GSAP, Three.js, GLSL, and memory management on multi-gigabyte projects through browser primitives. India has thousands of people who look right on paper. Almost none of them have written a shader.
That is why the role is still open. It is not your compensation — ₹30–75L against a one-year floor is already top-decile here. Paying more will not fix a supply problem.
Filled in black is the bar we screen against. The outlined ones are what a job-description-matched search returns, and it is why the résumés look plausible and the interviews do not hold up.
And one thing that will surface at offer stage.
It is a founding design hire into a five-person team headquartered in SF. Strong Indian designers with founding instincts ask who they would report to, and whether design leadership sits twelve hours away.
In our experience that question loses more offers than money does. Worth having an answer ready before the first onsite rather than during it, and we would help you shape it.
Five steps. The third one is the reason to use us.
Most agencies are a forwarding service between a job board and your inbox. The difference here sits at step three.
Intake call, recorded
Forty-five minutes on each role. We turn it into a competency brief — the must-haves, the nice-to-haves, and the specific things that get people rejected. Not the job description. The thing behind it.
The recording goes to every recruiter working the role, so nobody calibrates from a paraphrase.
The network works the brief
Recruiters who already know your space work the role in parallel against that brief. For the Design Engineer role that means people who know where creative-coding talent actually sits, rather than keyword-matching a job description.
Every candidate is verified by a real person
Before you see anyone, we have interviewed them. Not a phone screen for availability and notice period — a structured technical conversation against the competency brief, with follow-ups that go three levels deep.
You get the written case with the profile: what we probed, where they were strong, where we pushed and they thinned out, and anything we would flag ourselves before you find it in round two.
Four names, each with a written case
Within seven working days of brief sign-off. You spend your time on second-round conversations, not on first-round screening.
We expect the first shortlist to sharpen the brief. Real rejections tell us more than the intake call did, and we plan for that.
Through offer, notice and joining
Offer support, notice-period negotiation, buyout modelling where needed, and weekly contact with the candidate through their notice. Offer drop-off is the single largest source of wasted hiring time in India, and most of it is avoidable if someone is talking to the candidate through their notice rather than waiting for day one.
Not a CV. A written case you can check.
This is the format for every candidate we submit. Illustrative here, but structurally exactly what you would receive. Every rating is tied to something the candidate actually said, with a timestamp you can jump to in the recording.
You pay when someone joins. Not before.
Invoiced on the candidate’s joining date, payable within 15 days. Invoices are raised by HireVed Technologies Ltd, and GST applies at 18%. The engagement is non-exclusive, so you are free to run other channels alongside us.
And we are not pitching for three roles. We would want to run your hiring as you scale, whether that is engineering, growth or ops. We learn your bar once and get faster with every search, instead of starting cold each time.
Thirty minutes, and four names a week later.
Pick a slot for the intake on whichever role you want moving first. The growth profiles come across this week regardless, so you can judge the quality yourself before committing to anything.
Book the intake call →Co-founder, RecMaf
parthraizada@recmaf.com · +91 93589 46473
recmaf.com