Hiring

You can't build a
high-performing engineering team
with a low-quality hiring process.

Peter Sankauskas

Hi, I'm Peter, and I love helping startups hire & grow exceptional engineering teams.

Let's chat

Let's develop a confident hiring process tailored to your company. By crafting different engineering role evaluations and bias-reducing rubrics, mixed with interviewer training & coaching, we will build a process that will have you hiring great engineers.

As a former CTO and VP of Engineering, I know how hard it is hiring engineers and have been that bridge between recruiting and engineering. I've worked across industries from B2B SaaS and mobile communications, to consumer live-streaming and developer tooling. I've led through chaos, growth, highs, lows, pivots and acquisitions.

Now, I help talented CTOs like you do the same. You've built the MVP and raised the round, now it's time to build the team.

What I Do

  • Design your hiring process from scratch - or fix what's not working.
  • Create role-specific interview rubrics - what are we assessing, and how?
  • Train your team to be great interviewers - confidence, with high-signal & low-noise.
  • Write phone screen guides and scripts - and review calls with your team.
  • Design coding assessments that produce high signal - even when allowing modern tools and AI coding agents!
  • Craft an offer proposal strategy that closes candidates. Note: this starts with the phone screen!
  • Coach you and your team on resume reviews, candidate pitches, and onboarding.
  • Build first 90-day onboarding plan so new hires are productive from day one.

Every piece is designed to raise your bar, avoid bad hires, and make good candidates want to join you.

What I Don't Do

  • Source candidates
  • Schedule interviews
  • Interview candidates directly

Recruiters handle the pipeline. I help you build the system that converts the right candidates into great hires.

How It Works

I embed with your team, working alongside your CTO and your technical recruiter.

  • Part-time and embedded within your team.
  • Scales with your needs - no long term commitment.
  • Weekly syncs with founders and hiring teams.
  • 1:1 coaching with engineers and hiring managers.
  • Debriefs after each interview round to improve the system.

Why It Works

Most early teams treat hiring as an annoying distraction from building product. It's not. It's the difference between a rocket ship and pile of tech debt.

I've been a CTO. I've run product and engineering. I've coached teams through growth, chaos, and everything in between. I know what great looks like, and I know how you can achieve it.

If your startup is growing and you want to get hiring right from the start, let's talk.