Started by engineers, not recruiters.

Before Corvex, Vineeth spent seven years as a full-stack engineer — backend-heavy, with a particular focus on system design — building production systems across three very different industries: an aerospace technology company, a fintech platform, and a global supply chain software firm. Prudhvi spent five-plus years as a data scientist, building and deploying models and data systems for production use.

Across those years, one part of the job kept resurfacing regardless of the domain: hiring. We sat on interview panels, trained new engineers, and mentored them once they joined. And across every one of those roles, we kept running into the same problem from the other side of the table — shortlists that didn't hold up. Candidates who looked strong on paper and fell apart in a system design or a modeling round. Recruiters who couldn't tell the difference between someone who could talk about full-stack development or data science and someone who could actually do it.

That gap is the entire reason Corvex exists. Not a general staffing idea — a specific bet that recruiters who have personally sat on both sides of a technical interview will build better shortlists than ones who haven't. We only recruit full-stack and data engineering talent, from novice through senior, because that focus is what makes the screening actually mean something.

We're building this alongside our own engineering and data science work, deliberately — it keeps the technical judgment sharp, and it keeps us honest about what "a strong shortlist" actually requires.