The human-vetted layer above AI screening
AI can screen CVs. It can't run deep L6–L8 interviews or judge attitude and culture fit. Yoong is the human layer that tells you who is genuinely good enough.
De-risked & human-vetted
Interviewers are practising senior engineers, not recruiters with a script. Every candidate maps to one standardized scale — comparable across roles and teams.
Senior talent, Vietnam rates
Access genuinely senior engineers at a fraction of EU market rates — priced by verified level, so you pay for the seniority you actually get.
Ready fast — 14-day shortlist
A qualified shortlist in two weeks. You meet candidates who've already cleared the bar — no long list to filter, speed promised only when an engineer is truly ready.
The problem isn't a lack of CVs.
It's a trustworthy, fast way to know who's truly good enough — before you spend an offer and three months of onboarding finding out.
Open senior seats become an interview-bandwidth bottleneck — slipping roadmaps and overloaded staff engineers.
of employers struggle to hire to their technical bar — the right level is the hard part, not the headcount.
flood the funnel — volume up, trustworthy signal down. Polished applications no longer prove capability.
Match the service to the pain
From a dedicated long-term engineer to a one-off vetting pass — three services, one human-vetting engine behind all of them.
Technical Assessment
Unlike a test platform: real senior engineers score every candidate on a role rubric. Paid per stage, regardless of hire outcome.
- CV screening filtered against the role rubric
- Rubric-based round-1 scoring by senior engineers
- Deep interview across all levels — incl. AI & compliance
- Candidate report: scorecard of strengths and gaps
Talent Sourcing
Unlike traditional headhunters: every shortlist is interview-proven by senior engineers, not CV keyword-matched.
- Senior search on the same human-vetting engine
- You meet candidates who've already cleared the bar
- Success fee only — a share of first-year package
- 60 working-day replacement guarantee
One standardized competency scale
Calibrated to industry-standard leveling (Axon / Uber-style). Each engineer is scored on 7–13 competency axes per role — scope, autonomy, technical depth, leadership, impact. L8 ≈ top 30% of an engineering org.
Calibration depth, not headcount sold
A three-year engagement running senior hiring and vetting for Axon, a US public-safety technology company. The numbers below are how the scale was tuned — not a tally of people placed.
Teams that have trusted Yoong's bar
Start with a 30-minute scoping call.
Low friction, no commitment. We'll map your roles to the Yoong Level scale and tell you what's realistic — and how fast.