Started by an engineer, not a recruiter.

Before Corvex, I 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.

Across all three, one part of the job kept resurfacing regardless of the domain: hiring. I sat on interview panels, trained new engineers, and mentored them once they joined. And across all three, I 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 round. Recruiters who couldn't tell the difference between someone who could talk about full-stack development and someone who could actually do it.

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

I'm building this alongside my own engineering work, deliberately — it keeps the technical judgment sharp, and it keeps me honest about what "a strong shortlist" actually requires.