So how is AirCTO different from other hiring platforms?

This is a very common question we get from many people day in, day out. The simple answer to this is “the unique hiring strategy we follow at AirCTO”.

In this post we’ll tell you about our 5 Step Sourcing process to hire top tech talent.

Pre Sourcing process

Before sourcing for any company we request our customer to send the JD  (Job description). After getting the JD from the customer, our talent experts perform a feasibility check. This is done to see if it's possible to find developers in that particular location or not, with that particular skill at that salary. After the check, our team debates if it’s worth the effort to proceed further or not.

Over a period of time, we have built a process and system to source candidates for our customers. It's starts with Discovering the candidates, Nurturing them for a specific role and further Screening them to know how good they are.

Active Sourcing coined by AirCTO

Finding developers

At AirCTO, we use a lot of sources to find candidates. The two main categories are internal and external sourcing.

Internal Sourcing

We have got various internal tools and process to source candidates; Discover, Job Board, AirCTO Connect.

Discover is an internal tool that our recruiters use to find developers. It has over twenty two thousand candidates. Our Job Board also accounts for a lot of applicants. As many developers know about AirCTO, they keep checking for relevant job opportunities & even recommend their friends about the same.

Jobs page 

Our Developer Community AirCTO Connect, also helps us in finding interested developers. We update our members about the new job opportunities and also request them to share those opportunities among their network.

Slack Group - AirCTO Connect 

External Sourcing

When it comes to external source, we majorly use LinkedIn, AngelList & GitHub. When it comes to GitHub, we make use of search strings to find developers.

Sample query: language:java location:bengaluru followers:2..20

We also post Jobs on our LinkedIn page to attract candidates. When posting we make sure to mention all the details to avoid getting a lot of irrelevant profiles.

Nurturing of Candidates

The next step to the sourcing process is nurturing of the candidates. This is the most important process in the sourcing process.

We've built bunch of tools to automate this process.


Track is an internal tool we use for managing candidates. It has an integrated FAQ chatbot which we use to nurture the candidates & screen them.

AirCTO Track 

Using this tool we can easily generate a chatbot link that addresses every candidate individually and interacts with them. Candidates can ask questions related to the JD like salary, location, etc with the help of this Chatbot.

AirCTO Track: FAQ chatbot

In case the candidate is interested, we make use of the chatbot to get details such as current salary, preferred location, ratings etc.

We have got some nifty features such as managing status, filters, sending emails, managing chat reports, pushing interested candidates to AirCTO system.

AirCTO Track

One of the major challenge we faced was the delay in the response of the candidates and we have seen tremendous engagement between Candidate & Chatbot even in the mid-night when our team is asleep. It has reduced a lot of our manual work and increased our efficiency.

We also rely on LinkedIn messages, emails and calls to nurture candidates. Though the response from emails are quite poor, we still use emails to engage with candidates incase if we are unable to connect with them on LinkedIn.

Screening the candidates

All our candidates go through manual and automated screening process. This is very important to keep a check on the quality of the candidates.

Manual screening

Our recruiters make sure to go through:

  • The LinkedIn profile of the candidate and whether he has got endorsements for particular skills or not.
  • The projects mentioned on the resume. GitHub & StackOverflow account of the developer.
  • Personal blogs, websites if any.

Automated Screening

To review a profile, we give a chance to the candidate to rate herself/himself on the particular, relevant skills which are required for the job position. The rating is generally out of 5 .

CAT test

We have also developed CAT (Computerised Adaptive Testing). We use adaptive tests to measure the ability of the candidate in different domains (Python, Front end development, Docker etc).

Here’s a small glimpse :

During the screening process, collecting few data points from interested candidate is quite important, these are like:
1. Salary
2. Preferred location
3. Notice period etc

We use mix of automated screening and manual screening to screen candidates.

Reviewing & Handshake

After screening the candidate and confirming on the salary and notice period, we forward the profiles to our client. The client then rates the candidates out of a score of 5.

If the client is interested in talking to the candidate, they can initiate "Handshake". To define “Handshake”, it is a way of accepting a candidate’s profile and agreeing to move ahead for further interview rounds. This is the final step of our sourcing process. Incase the candidate doesn't respond to the intro call for any reason, we replace the profile.


Hope you liked the various insights we shared in this article. We have tried to keep it as brief as possible.

While recruiting developers is indeed a difficult task, if done right, it’s not very hard. You just require the right tools and strategy.

Feel free to share the article :)