Building high-performing teams requires more than technical skills. Companies need employees who can integrate into their culture, communicate effectively, and contribute to the long-term vision.
That's where Howdy excels. Focusing on cultural fit and technical proficiency, our vetting process ensures that every candidate is not only a skilled professional but also a strong addition to your team’s interpersonal dynamic.
Our talent vetting process is designed to deliver exceptional candidates who make an immediate impact. Here's how it works:
Howdy.com's multi-layer vetting process
1. Initial screening & application
The first step in our process is a screening, which includes:
- Identity verification. We confirm that each applicant is not only genuine, but is 100% the person they claim to be. In the age of AI-generated deepfakes and North Koreans pretending to be Latin Americans, this has become an essential part of our process.
- Resume and background checks. We verify the candidate’s qualifications, work history, and experience.
- Internet and equipment verification. We confirm candidates are equipped with a stable internet connection and an appropriate tech setup.
- English fluency screening. We assess English communication skills.
Only about half of applicants make it through this first phase.
2. Technical assessment
Howdy only works with the most technically proficient candidates. Our technical assessment includes:
- Algorithmic problem-solving. We test the candidate's ability to solve complex programming challenges.
- System architecture thinking. We test their capacity to design scalable systems.
- Code quality and GitHub portfolio review. We check coding style, attention to detail, and previous work.
- Language-specific challenges (such as Python, React, etc.) We assess the candidate’s proficiency in role-specific technologies.
This phase also includes a live coding interview by senior engineers, assessing real-time problem-solving and collaboration skills in a simulated work environment.
3. Soft skills & cultural fit
At Howdy, we believe that technical skills are table stakes, and cultural fit is what separates an ok employee from a great one. That’s why we place a strong emphasis on soft skills and check:
- Communication style. We check that the candidate can articulate ideas and collaborate.
- Time management. We observe how candidates prioritize and manage workloads.
- Ownership mindset. We look for a sense of ownership towards work.
- Emotional intelligence. We observe whether candidates can navigate interpersonal relationships and respond to challenges with empathy and resilience.
To align candidates with your team’s dynamics, we use our proprietary Working Style Matrix™, which classifies engineers into personas (e.g., Builders, Warriors, Alchemists) that help predict how they will integrate into your team’s culture.
4. Company interview prep & final checks
In the final stage, candidates are assessed for:
- Professionalism. We check references and observe demeanor during interviews.
- Portfolio alignment. We review past projects to confirm that their experience aligns with your technical needs.
- English presentation skills. We determine whether the candidate can present confidently to your team and clients.
Howdy’s cultural integration advantage
Our business is people. They thrive, you thrive, and we all thrive. Here’s how we integrate your employees into your teams:
- Our localized HR teams across Latin American cities build long-term relationships with engineers.
- Engineers receive ongoing English tutoring and mentorship even after placement.
- Howdy acts as your embedded partner. We handle everything from onboarding to wellness check-ins, mentorship, and even birthday gifts.
“At Howdy, the focus on cultural alignment is a game-changer. The engineers we hire are a natural extension of our team. From day one, they understand the bigger picture, accelerating their impact and making it feel like they’ve been with us for years."
— Howdy.com client
Trust over transactions
Howdy’s process builds trust before the first interview. Our clients receive a curated shortlist of top candidates, usually within 48 hours. With deep alignment between the talent and sales teams, you don’t need to second-guess a candidate’s readiness.
"At Howdy, we're all about building lasting, trust-based relationships between talent and their teams. Our vetting process is designed to find technically skilled candidates who align deeply with our partner's values, mission, and collaborative spirit. "
— Frank Licea, Howdy.com
The results
- 98% retention rate across all Howdy hires
- <7-day average time-to-hire
- 100% satisfaction guarantee for every placement
Howdy’s talent vetting process goes beyond traditional hiring by focusing on both technical expertise and cultural fit. By understanding your team’s unique needs, we make sure every candidate brings the right skills and integrates smoothly into your company’s culture.
Curious to see how this works in action? Book a free demo and discover how Howdy can help you build high-performing teams that make a difference from day one.