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mobilize talent · talent acquisition

Hiring an identity engineer when your team can't judge the interview.

Your last IAM engineer left, and now nobody on the team can tell a good SailPoint answer from a rehearsed one. We work out the role with you, go find the people, and run the technical interview ourselves. You get a shortlist with notes you can actually act on.

Talk to an engineerSee the architecture
platforms
mobilize-talent / talent-acquisition 7 platforms
01 · INTAKE 02 · SEARCH 03 · TECHNICAL SCREEN 04 · OFFER AND START Hiring manager: work · on-call · upgrades Hiring manager work · on-call ·upgrades Engineer from your team: what the role really does Engineer from yourteam what the role reallydoes Profile and scorecard: level · skills · questions Profile andscorecard level · skills ·questions Sourcing and outreach: hands-on platform engineers Sourcing andoutreach hands-on platformengineers Market feedback: scope · pay · availability Market feedback scope · pay ·availability Practitioner interview: scenario-based · same platform Practitionerinterview scenario-based · sameplatform Written shortlist: strengths · gaps · follow-ups Written shortlist strengths · gaps ·follow-ups Your interviews: your panel · your decision Your interviews your panel · yourdecision Offer and references: positioning · notice period Offer and references positioning · noticeperiod Post-start check-in: hire · manager Post-start check-in hire · manager
SailPointOktaCyberArkSalesforce
in short·15-second read

Talent acquisition at Cohash is direct-hire recruiting for permanent engineering roles in identity, enterprise platforms and data.

We write the role profile with you so it matches the real work, then go and find people. One of our engineers runs the technical interview on your platforms, and we stay through the offer. You decide who to hire. We just make sure you're deciding on evidence.

you probably need this if
  • Your only IAM engineer handed in notice, and nobody left can run the technical interview for the replacement.
  • The job posting asks for IGA, PAM and CIAM depth in one person and nobody applies.
  • Recent hires interviewed well and then couldn't handle a real upgrade.
Ask an engineer facts checked 2026-10-20
how it runs
  1. 01Intake
  2. 02Search
  3. 03Technical screen
  4. 04Your interviews and offer
you keep
  • Agreed role profile and interview scorecard
  • Shortlist with practitioner interview notes per candidate
  • Market feedback on role scope and compensation
+ 1 more documents
who does it
IAM engineerPAM engineerSalesforce developer
platforms
the story · talent acquisition

From the first call to a setup your own team can run.

Here's what usually prompts a call about your Talent Acquisition, what we do about it and in which order, and where you end up.

  1. chapter 01 · where it hurts

    Why teams reach out

    • Your only IAM engineer handed in notice, and nobody left can run the technical interview for the replacement.
    • The job posting asks for IGA, PAM and CIAM depth in one person and nobody applies.
    • Recent hires interviewed well and then couldn't handle a real upgrade.
  2. chapter 02 · what we change

    How we solve it

    • Role definition
    • Sourcing
    • Practitioner technical interviews
    • Shortlist with written notes
    • Offer and start support
  3. chapter 03 · how it runs

    Our approach

    • Intake
    • Search
    • Technical screen
    • Your interviews and offer
  4. chapter 04 · where you end up

    What changes

    • The posting reads like a job people know.
    • Next time round, the shortlist comes with proof of hands-on judgment, and the hiring manager is comparing like with like.
    • Agreed role profile and interview scorecard
    • Shortlist with practitioner interview notes per candidate
what we do

Where we spend the hours

5 areas of work, each one done by an engineer who has run it in production.

  1. We start with the work, meaning which systems, which upgrades and which on-call duties, then write a profile and level that fit. A lot of hard-to-fill roles are really two jobs in one posting.

  2. We reach out to engineers who have done the platform work themselves. Our practitioners know where those people tend to work and what would make them move.

  3. A Cohash engineer who works on the same platform runs a scenario interview. Candidates talk through real problems, like an IdentityIQ upgrade blocker or a Snowflake role hierarchy. They don't recite definitions.

  4. We send interview notes with each candidate. Strengths and gaps go in, along with the questions we'd like your team to follow up on.

  5. Help positioning the offer, handling references and working through notice periods. After the start date, we check in with both sides.

capability 01 / 05in production

Role definition

We start with the work, meaning which systems, which upgrades and which on-call duties, then write a profile and level that fit. A lot of hard-to-fill roles are really two jobs in one posting.

talk to an engineer about this →
capability 02 / 05in production

Sourcing

We reach out to engineers who have done the platform work themselves. Our practitioners know where those people tend to work and what would make them move.

talk to an engineer about this →
capability 03 / 05in production

Practitioner technical interviews

A Cohash engineer who works on the same platform runs a scenario interview. Candidates talk through real problems, like an IdentityIQ upgrade blocker or a Snowflake role hierarchy. They don't recite definitions.

talk to an engineer about this →
capability 04 / 05in production

Shortlist with written notes

We send interview notes with each candidate. Strengths and gaps go in, along with the questions we'd like your team to follow up on.

talk to an engineer about this →
capability 05 / 05in production

Offer and start support

Help positioning the offer, handling references and working through notice periods. After the start date, we check in with both sides.

talk to an engineer about this →
typical situations

Situations we walk into

We pieced these together from Talent Acquisition situations that come up a lot. They're patterns. You won't find a specific client in them.

case file 01

One posting asking for SailPoint, CyberArk and Auth0 depth

composite · not a client story
  1. Beforethe situation

    A job posting asks for deep SailPoint, CyberArk and Auth0 experience in one senior engineer. After two months it has drawn a handful of applicants, none strong in more than one area.

  2. What we dothe work

    Break down what the team actually does each week and decide whether this is an IGA engineer with PAM exposure or two separate roles. Rewrite the profile and scorecard around one primary platform, and test the pay band against what candidates say in early conversations.

  3. Afterwhere you end up

    The posting reads like a job people know. The scorecard tests the platform this role will really spend its time on.

case file 02

A Snowflake hire who aced the definitions and stalled on real work

composite · not a client story
  1. Beforethe situation

    A recent Snowflake hire answered every definition question in interviews, then struggled to redesign role hierarchies and warehouse grants on the job. The hiring manager wants a better screen for the next opening.

  2. What we dothe work

    Build a scenario interview from the team's real work, such as a role hierarchy with a broken inheritance path and a cost spike from an oversized warehouse. A practitioner runs it and writes notes against a scorecard the hiring manager agreed in advance.

  3. Afterwhere you end up

    Next time round, the shortlist comes with proof of hands-on judgment, and the hiring manager is comparing like with like.

case studies

Talent Acquisition case studies

All case studies
upgrade Industry platforms

Nasdaq Calypso upgrade to V19

Upgrading Nasdaq Calypso to V19, with server consolidation, properties moved to the database, the WebUI and deployment changes tested on your own trades.

read the case study
migration Industry platforms

Duck Creek on-premises to Duck Creek OnDemand

We move self-hosted Duck Creek Policy, Billing and Claims onto Duck Creek OnDemand and keep the product and rating content, integrations and data intact.

read the case study
migration Industry platforms

Guidewire InsuranceSuite self-managed to Guidewire Cloud

Moving self-managed PolicyCenter, BillingCenter and ClaimCenter to Guidewire Cloud without carrying every Gosu customization and integration along.

read the case study
upgrade Cloud and infrastructure

Kubernetes, EKS and OpenShift version upgrades

Keeping EKS, AKS and OpenShift clusters on supported Kubernetes minors, and dealing with deprecated APIs, add-ons and node pools before each upgrade.

read the case study
upgrade Industry platforms

Murex MX.3 upgrades and the move to MXSaaS

Planning the next Murex MX.3 upgrade, or a move to MXSaaS, with automated regression on trades, valuations and accounting and the datamart reports traced.

read the case study
upgrade Industry platforms

Oracle Utilities CC&B 2.x to the 25.x release line

Taking Oracle Utilities CC&B from 2.6, 2.7, 2.8 or 2.9 to 25.4 on a tested upgrade path, with custom algorithms checked and bill cycles compared.

read the case study
architecture

From role intake to a permanent hire

Intake is with the hiring manager and an engineer from the team, and we turn it into a role profile and scorecard. Then Cohash sources and runs the practitioner interviews. You interview the shortlist and make the offer, and we check in after the start date.

From role intake to a permanent hire Intake is with the hiring manager and an engineer from the team, and we turn it into a role profile and scorecard. Then Cohash sources and runs the practitioner interviews. You interview the shortlist and make the offer, and we check in after the start date. 01 · INTAKE 02 · SEARCH 03 · TECHNICAL SCREEN 04 · OFFER AND START intake session role detail search brief what we hear profile changes candidates interview notes shortlist chosen candidate start date Hiring manager work · on-call · upgrades Engineer from your team what the role really does Profile and scorecard level · skills · questions Sourcing and outreach hands-on platformengineers Market feedback scope · pay · availability Practitioner interview scenario-based · sameplatform Written shortlist strengths · gaps ·follow-ups Your interviews your panel · your decision Offer and references positioning · noticeperiod Post-start check-in hire · manager
Read the diagram as text
  1. Hiring manager → Profile and scorecard: intake session
  2. Engineer from your team → Profile and scorecard: role detail
  3. Profile and scorecard → Sourcing and outreach: search brief
  4. Sourcing and outreach → Market feedback: what we hear
  5. Market feedback → Profile and scorecard: profile changes
  6. Sourcing and outreach → Practitioner interview: candidates
  7. Practitioner interview → Written shortlist: interview notes
  8. Written shortlist → Your interviews: shortlist
  9. Your interviews → Offer and references: chosen candidate
  10. Offer and references → Post-start check-in: start date
how it runs

A typical engagement

We don't start a step until the last one has produced something you can check.

  1. step 01

    Intake

    A working session with the hiring manager and, ideally, an engineer from the team to agree what the role actually does.

  2. step 02

    Search

    We do the sourcing and the first conversations, and report back regularly on what the market is telling us about the role and the pay.

  3. step 03

    Technical screen

    Practitioner interviews, then a written shortlist.

  4. step 04

    Your interviews and offer

    From the shortlist on, it's your process. We handle the scheduling, pass feedback both ways and help with the offer.

you keep

What you're left with

We write these for your Talent Acquisition setup, and they're working documents. Your team should be able to keep things running from them long after we've gone.

  • report01

    Agreed role profile and interview scorecard

    yours to keep
  • document02

    Shortlist with practitioner interview notes per candidate

    yours to keep
  • document03

    Market feedback on role scope and compensation

    yours to keep
  • document04

    Post-start check-in summary

    yours to keep
platforms

Tools we work in

SailPointIdentity governanceOktaAccess managementCyberArkPrivileged accessSalesforceCRMMicrosoft Dynamics 365CRM & ERPSnowflakeData platformDatabricksData platform
talent and delivery · talent acquisition

Certified engineers, wherever you need them.

Some clients want a project team, some want a couple of engineers on theirs. Either works. Onsite, nearshore or offshore, with handovers across time zones that keep things moving.

Onsite

Engineers at your sites in the US

Nearshore

Overlapping hours with US teams

Offshore

Overnight progress on your backlog

All time zones

Coverage handed over across time zones

24-hour coverage · US Central time
OnsiteUS business hours
Nearshoreoverlapping US hours
Offshoreovernight progress
Combinedhandover, not hand-off
roles we staff
  • IAM engineer
  • PAM engineer
  • Salesforce developer
  • Data engineer
  • Cloud engineer
  • AI engineer
due diligence · talent acquisition

Questions to ask any partner, including us.

Put these to anyone bidding on your Talent Acquisition work. The ones who've done it answer differently from the ones who've read about it.

  1. Q1

    Who runs your technical interviews, and are they still doing hands-on platform work?

    A screen is only as good as whoever runs it. Ask what platform work the interviewer has done, and ask to see a sample of the written notes you'd get.

  2. Q2

    If a hire walks out or gets let go in the first months, what's the guarantee, and where in the contract is it?

    Guarantee length, refund versus replacement and exclusions such as layoffs differ by firm. Read the clause before the search starts, not after the hire leaves.

  3. Q3

    How are candidates we already found ourselves handled?

    Duplicate submissions cause a lot of fee disputes. Agree in writing how candidate ownership is decided and how long it lasts.

  4. Q4

    Will the firm agree not to recruit our staff later?

    Ask for non-solicitation terms in the agreement and get the duration in writing. They're what protect your team once we've finished the search.

  5. Q5

    When and how will you report what the market says about our pay band?

    If the pay band is below the market, hearing it early can save the search. Agree how often you'll get updates in the first conversation.

01How long does it take to fill a role?

It depends on how specialized the role is, the location and remote policy, and how competitive the pay is. A niche role such as a Facets configuration lead takes longer than a general data engineer. We tell you what we're seeing after the first couple of weeks of search.

02How do you price direct hire?

It depends on the role and how senior it is. We agree fees in writing before the search starts, so just ask for the terms on yours.

03Can you help us design our own interview process?

Yes. Some clients only want the scorecard and the interview questions and run the rest themselves. We can also sit on your panel as the technical interviewer.

04Do you recruit outside identity, platforms and data?

Rarely. Our screening is only worth something where our own engineers do the work, so we keep to those practices.

05Can you assess an internal candidate alongside external ones?

Yes. Put internal candidates through the same practitioner interview. You get a fair comparison, and the internal candidate gets useful feedback whatever the outcome.

related

Often paired with

Projects on Talent Acquisition usually end up touching one of these, so they're worth a look.

you are hereTalent Acquisition
sources 0 sources linked last checked 2026-10-20 content fingerprint 6d0315ee
  1. Vendor facts on this page link to their sources inline.
Reviewed by the Cohash team Product names are trademarks of their owners. how we handle facts and data →
next step

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useful to bring
  • The platform and the version you're on
  • Where you need to get to, and by when
  • What's custom: rules, plugins, integrations
  • Any audit finding or deadline driving it