Engineers screened by people who do the same work.
A recruiter can match "SailPoint" on a resume. Telling whether someone has actually debugged a stuck aggregation or a broken Salesforce SSO flow takes an engineer. Our placements are screened by practitioners from our identity, platform and data practices.
Mobilize Talent is how Cohash helps companies hire and staff engineers for identity, enterprise platforms and data roles.
We recruit for permanent positions, place contract engineers on your teams, train your existing staff, and provide consultants for scoped advisory work. Technical screening is done by Cohash engineers who work on the same platforms, and we stay in contact with placed engineers and their managers after the start date.
From the first call to a setup your own team can run.
Here's what usually prompts a call about your Mobilize Talent, what we do about it and in which order, and where you end up.
01 · where it hurts02 · what we change03 · where you end up
incident board · mobilize talent3 open
openYour interviewers can't separate a SailPoint or Salesforce engineer who's done the work from one who's memorized it.
recurringYour engineers are busy running operations, and the upgrade window won't move.
blockedAgency candidates match the keywords and then struggle in the first week.
exposure
Talent acquisitionStaff augmentationTalent developmentConsulting servicesInterview panel supportKnowledge transfer planning
ready to hand over
Someone who knows the configuration is still there for the upgrade.
The backlog is handled by people screened for exactly that work.
chapter 01 · where it hurts
Why teams reach out
Your interviewers can't separate a SailPoint or Salesforce engineer who's done the work from one who's memorized it.
Your engineers are busy running operations, and the upgrade window won't move.
Agency candidates match the keywords and then struggle in the first week.
chapter 02 · what we change
How we solve it
Talent acquisition
Staff augmentation
Talent development
Consulting services
Interview panel support
Knowledge transfer planning
chapter 03 · where you end up
What changes
Someone who knows the configuration is still there for the upgrade.
The backlog is handled by people screened for exactly that work.
what we do
Where we spend the hours
6 areas of work, each one done by an engineer who has run it in production.
Direct-hire recruiting for identity, platform and data roles, from role definition through offer. Technical interviews are run by practitioners, not keyword filters.
Contract engineers who join your team, follow your processes and report to your managers, backed by our practice leads when they hit a problem outside their usual ground.
Hands-on training for your own engineers on the platforms you run, built around your environment and the upgrades coming up on your roadmap.
Senior consultants for assessments, architecture reviews and short advisory engagements, when you need a decision more than you need hands.
A Cohash engineer can sit on your interview panel. Or they write a scorecard and scenario questions for your platforms and versions, and your team runs the technical round itself.
For contract and consulting work, a written plan for the runbooks, diagrams and recorded walkthroughs your staff should have before the engagement ends.
capability 01 / 06in production
Talent acquisition
Direct-hire recruiting for identity, platform and data roles, from role definition through offer. Technical interviews are run by practitioners, not keyword filters.
Contract engineers who join your team, follow your processes and report to your managers, backed by our practice leads when they hit a problem outside their usual ground.
A Cohash engineer can sit on your interview panel. Or they write a scorecard and scenario questions for your platforms and versions, and your team runs the technical round itself.
For contract and consulting work, a written plan for the runbooks, diagrams and recorded walkthroughs your staff should have before the engagement ends.
We pieced these together from Mobilize Talent situations that come up a lot. They're patterns. You won't find a specific client in them.
case file 01
The only SailPoint engineer resigns before the 9.0 upgrade
composite · not a client story
Beforethe situation
The one engineer who understands the IdentityIQ rules and connectors has handed in notice. A 9.0 upgrade is planned for next quarter. Everyone else on the team works in Okta and Active Directory.
What we dothe work
Use the notice period. A contract engineer shadows the leaver and records every custom rule. Meanwhile a direct-hire search starts from a scorecard a practitioner wrote, and one of your current engineers learns the configuration so it never lives in one head again.
Afterwhere you end up
Someone who knows the configuration is still there for the upgrade. The rules are written down, and the permanent hire starts from notes.
case file 02
A Salesforce admin team with a six-month backlog spike
composite · not a client story
Beforethe situation
A small Salesforce admin team is behind. Agentforce permissions need review after Winter '27, Workflow Rules have to move to Flow, and sales wants a data cleanup before planning season. Hiring permanently for six months of work makes no sense.
What we dothe work
The contract roles are written around the actual backlog. Interviews use scenarios on Flow migration and permission design. And before anyone starts, the handover standard of documented changes and recorded walkthroughs is agreed in writing.
Afterwhere you end up
The backlog is handled by people screened for exactly that work. When the contracts end, every change they made is documented.
We turn a client need into a role profile, and our practitioners screen candidates before any shortlist reaches you. Once someone is placed, a Cohash contact checks in on schedule. Practice leads are still there if needed.
01 · Client need
Hiring or delivery needupgrade · backfill · new team → Role profile · intake
Role profileplatforms · versions · seniority → Sourcing · search→ Training or consulting · scoped plan
02 · Practitioner screen
Sourcingidentity · platform · data → Practitioner interview · candidates
Put these to anyone bidding on your Mobilize Talent work. The ones who've done it answer differently from the ones who've read about it.
Q1
Who runs the technical interview, and will we get their written notes on each candidate?
A keyword screen can't separate a hands-on engineer from a rehearsed one. Ask any provider to state in writing who screens, on which platform, and that the notes come to you.
Q2
What are the replacement terms if a placement doesn't work out, in writing?
Replacement windows, notice periods and whether a replacement costs extra vary between providers. Get them into the contract before the start date, not into an email after a problem.
Q3
Who owns the code, scripts and documentation a contractor produces on our systems?
IP assignment needs to be explicit in your contract with the provider, and in the provider's contract with the engineer. Check that it covers configuration, scripts and runbooks as well as source code.
Q4
Is knowledge transfer written into the statement of work, with named artifacts?
Handover that isn't scoped gets squeezed into the last afternoon. Ask for named artifacts such as runbooks, diagrams and recorded walkthroughs, and time set aside to produce them.
Q5
What are the conversion terms if we want to hire a contractor permanently?
Every provider handles conversion fees and minimum tenure differently. Settle it at the start, so it doesn't become a fight when you want to make someone an offer.
01What roles do you recruit for?
Engineering roles in the areas we practice. That covers identity (IGA, PAM, access management, CIAM), enterprise platforms like Salesforce, Dynamics 365 and Facets, and data roles on Snowflake, Databricks and similar platforms. We decline roles outside those areas rather than screening for skills we can't assess.
02How is this different from a general staffing agency?
The technical screen. A Cohash engineer who works on the same platform interviews every candidate, and you get their notes. We also stay involved after placement, so problems come up early.
03What does it cost?
It depends on the engagement type, the seniority and the skills involved. Direct hire, contract staffing and consulting are priced differently. We give you a quote once we've agreed the role profile with you.
04Can a contractor convert to a permanent employee?
Usually. We agree conversion terms in the contract up front, which saves an awkward conversation later.
05Should contractors use our laptops and accounts?
Usually, for platform work. Running access through your own identity provider and managed devices means logging, offboarding and data handling stay under your control. Write the setup into the contract, and say who supplies the laptop.
related
Often paired with
Projects on Mobilize Talent usually end up touching one of these, so they're worth a look.
