Piotr
Rising Software engineer
Score:88%
Your talents
Karol
Rising Business analyst
Score:85%
Marta
Rising Data engineer
Score:86%
Wojtek
Rising Data analyst
Score:82%
Martyna
Rising Solutions architect
Score:84%
For HR and hiring teams
Hire job-ready junior talent — not just CVs
Pre-evaluated candidates, matched across 8 skill areas, with real project experience and clear readiness levels.
Reduce hiring risk. Save time on screening. Hire with confidence.
Candidates Evaluation
Every candidate is scored on the same eight dimensions our evaluator uses in production. Beyond the initial assessment, people strengthen those signals by working in real project settings and simulated delivery environments—practical scenarios that reward structured thinking, ownership, and execution—not interview-only polish.
Eight dimensions
Scores (1–5) reflect observed reasoning and behavior—not self-report alone. Each axis maps to a core category in our evaluation model.
Business analysis
How they frame work in business terms: stakeholders, value, constraints, and what “good” means for users and the organization.
Data analysis
How they work with data—posing answerable questions, interpreting evidence, and avoiding claims the data does not support.
Architecture
How they think about structure: components, dependencies, and sensible trade-offs before reaching for tools or code.
Communication
How clearly they explain ideas, raise risks, and align with engineers and non-technical stakeholders.
Product ownership
How they handle outcomes: priorities, ambiguity, scope, and accountability for delivery—not only tasks on a list.
Motivation
Drive to improve, recover from setbacks, and stay engaged when the path is hard or unclear.
Discipline
Consistency and follow-through: focus habits and reliable execution without constant oversight.
Technology
Practical technical judgment: stacks, implementation choices, and depth appropriate to the work.
Role fit
The evaluator assigns a single primary role recommendation from the same track list we use in-product—so hiring teams see a clear directional label grounded in the score profile.
Data analyst
Oriented toward metrics, reporting, and turning business questions into trustworthy quantitative reads.
Business analyst
Bridges stakeholders and delivery—requirements, processes, and outcomes—so builds solve the right problem.
Data engineer
Focused on how data moves and scales: pipelines, reliability, and the plumbing behind analytics and products.
Solutions architect
Shapes technical direction across systems: constraints, integration, and trade-offs at a solution level.
Software engineer
Builds and maintains product-quality software end to end, from design details through delivery.
When evidence does not yet support a role label, we surface not ready (needs more foundation)—so you are not shown a misclassified junior profile.
Direction depth (Hunter)
Building on that evaluation, our Hunter-style analysis explores concrete professional directions: ranked areas, fit reasoning, tool and skill alignment, risks, and explicit trade-offs versus alternatives. It uses the same scores, strengths, cognitive and behavioral signals, development priorities, and role recommendation you see in the evaluator output—so follow-up growth paths stay tied to evidence, not generic career advice.
Built for employer workflows
Post roles, review matches, and shortlist with context—without drowning in unqualified inbound.
Post jobs & internships
Publish what you need once; candidates meet you through structured discovery instead of noisy inboxes.
Pre-evaluated talent pool
Browse juniors who already carry evidence of skill—not a blank CV and a hope.
Smart matching + readiness radar
See how a candidate lines up across the dimensions your team cares about, so interviews start one step ahead.
Supervised practice & real project experience
Juniors build in settings closer to real delivery—so you are not guessing whether they can ship under guidance.
Client portal preview
A quick look at how hiring teams organize profile details, internships, and role requirements.
Company details
Keep your profile and hiring context clear for better candidate fit.
Internships list
Track open internship posts and review progress in one place.
Job details
Manage role requirements and expectations with focused visibility.
Hiring juniors is slow, risky, and hard to evaluate
If this feels less like recruiting and more like detective work, you are in good company.
- Early screening eats your calendar while résumés keep selling the same greatest hits—passion, hustle, and buzzwords—without showing what actually ships.
- Without proof of execution, a junior offer is part hire, part leap of faith—exciting in the interview, nerve-racking on day one.
- Side-by-side comparison gets messy fast when every hiring manager is grading a different exam in their head.
- More interviews rarely fix the underlying problem—they mostly prove you are very good at booking meetings.
Simple ways to start
Start small, upgrade when volume grows. Final terms are agreed with your team.
Try the employer view
One active job post, limited pool access, and basic matching—enough to validate fit with your process.
Scale hiring
Flexible pricing based on your hiring needs.
Success fee and premium / assisted options are available — email hello@rightprogrammers.com.
Hire job-ready junior talent with less guesswork
Pre-evaluated candidates, eight-skill visibility, and real project context—so your team spends time on the right conversations.