Hiring support
Most teams hiring their first AI person are judging candidates on claims they have no way to test. We help you write the role, find people, and assess them on what they can actually do.
A recruiter sends you a CV and a claim. We train these people, so we can tell you what someone can do rather than what they say they can do.
We teach this every week, across Sri Lanka and the region. We know the difference between someone who has used ChatGPT and someone who can ship with it, because we have taught both.
Candidates do a real task, not a quiz. You see what they built and how they thought about it, next to a structured read on where they are strong and where they are thin.
Sometimes the person you need is already on your team and one course away from the role. We will say so, even though it is the smaller job for us.
Four steps. The first one is free and often changes what you thought you were hiring for.
Most "AI Engineer" briefs describe three different jobs. We go through what the work really is, what it touches, and who it hands to, until the role is one person's job.
Before searching outside, we map who already covers what. If the capability is one course away from someone you already employ, that is cheaper, faster, and better for retention.
We search, shortlist, and put every candidate through a real task. You get a small number of people with evidence attached, not a stack of CVs to sort.
A good hire fails in a bad first ninety days. We can set up the onboarding and the first projects so the person you hired becomes the person you needed.
A few lines is enough to start. A human reads every one of these and comes back within one working day.
A human will come back to you within one working day. If it is urgent, book a call and pick a time directly.