Every Nexton engineer is interviewed by another engineer before reaching a client. Not a recruiter. Not an algorithm. That one decision explains the numbers that follow: 1,500+ placements at 350+ US companies, matched candidates within 72 hours, and a 4.9/5 rating on Clutch.
What is engineer-to-engineer vetting?
It means a working engineer runs the technical interview — someone who has shipped code, debugged production systems, and made architecture calls. They evaluate judgment, not keywords. A recruiter can check communication and background. Only another engineer can tell whether a candidate's answer would survive a code review.
Why not recruiters or algorithms?
Recruiter screens measure how well someone talks about engineering. Algorithmic matching measures how well a résumé matches a job post. Both miss the same thing: whether the person can actually do the work. Peer interviews catch what filters cannot — shallow experience behind strong keywords, and strong engineers behind modest résumés.
How does the process work?
It's verifiable, not aspirational. First, a technical peer interview covering real problems from the candidate's stack. Second, an evaluation written by the interviewing engineer — what they tested and what they saw. Third, matching against the client's brief. Matched candidates arrive within 72 hours of a clear brief; average time-to-hire is 4 weeks, start to signed offer.
Why does this matter for US companies?
Nearshore means real-time collaboration: LATAM engineers work in US time zones, so vetted talent joins standups, pairing sessions, and incident calls live. The vetting protects seniority; the geography protects velocity. That combination is what most US teams are actually buying.
Who is this for?
Nexton's deepest experience is in HealthCare, Insurance, and E-Learning — the verticals confirmed across its Clutch reviews. If your product handles sensitive data or seasonal scale, the vetting bar matters even more.
