Recruiting Process

Our team reviews the requisitions and discusses technical and business fit with the dedicated recruiting team. The requisition is then assigned to a dedicated recruiter who specializes in that job category. DATA Inc. utilizes a variety of recruiting resources to identify the right candidate. We use our internal candidate pool as well our vast proprietary database of W2 candidates that we have worked with over the past 35 years.


Apart from our own proprietary database our team uses several other sourcing tools including job boards, membership of professional associations, participation in local job fairs and educational institutions, active consultant referral programs and networking tools.

Candidate screening

As part of our best practices our technical recruiting team identifies the primary skillset need of our client and creates a pre-built question database to evaluate candidates on their technical expertise via in-person, phone and/or Skype meeting. We use some of the following criteria to screen candidates:

  • Technical Skills: Check technical proficiency
  • Candidate Availability: interview and to start date if offered
  • Candidate Work Status: US citizen, GC verification as required
  • Reference Check: Client reference from past assignments

The Service Delivery Manager then interviews the identified candidates to make sure that they are a right fit for the role. The SDM does a second level quality check to close the candidate. This reduces the risk of candidate back out and helps in candidate quality and delivery. Once the candidate has been thoroughly screened the profile is then uploaded on the portal for MSP review.