Spend your time growing your company, not screening résumés.

Hire betterengineerstechniciansproject managersAI developersproduction leadersin less time,

vetted by an engineer and background-checked.

• Semiconductor & electronics
• Data centers & critical facilities
• Construction
• Manufacturing
• Consumer products
• Aerospace & defense
• AI & software

Most recruiters don’t have the technical background to judge whether someone can actually do a technical, construction, or manufacturing job.

AI has made it worse. It’s easy for candidates to use it to mislead a recruiter, and recruiters who lean on AI make it easy for candidates to cheat.

The result: you and your team spend hours reviewing unqualified candidates instead of doing the work that moves your business forward.

How we recruit

How every candidate earns a place on your shortlist

02

Preliminary interview

A one-hour deep dive into skills and experience, monitored to make sure candidates aren’t leaning on AI to answer.

04

Background check

Every qualified candidate passes a comprehensive national background check before we present them to you.

The result

Less time hiring. More time growing.

When every finalist has already been interviewed by an engineer, you skip the stack of mismatched résumés and the wasted interviews.

Your team gets back to what matters: growing the company and meeting the requirements of your own customers.

Our founder uses AI far beyond a chat window: coordinated multi-agent systems, AI-assisted engineering analysis, and production software, running every day and multiplying output more than 20 times over.

So when you need AI engineers, we can tell who has actually built real systems and who has only used a chatbot.

Production software

Python and full-stack commercial applications, built to ship, plus self-hosted infrastructure.

Built by an engineer

Meet Daniel D’Agostino

Austeva’s founder is an engineer with decades of manufacturing and product design experience and many patents to his name. He built Austeva on a simple idea: the person deciding whether a candidate can do the job should understand the job.

When you work with Austeva, you work directly with him.

Beyond the résumé

Discipline in the gym. Discipline in the work.

Daniel brings the same discipline to training that he brings to engineering: show up every day, measure progress, and keep pushing when it gets hard.

He’s relentless about solving problems, passionate about engineering, and determined to see every project through. He brings that same drive to recruiting: finding the absolute best candidate for every role, never simply putting “butts in seats.” It’s why he looks for the same grit and perseverance in every candidate he interviews.

Daniel’s integrity isn’t negotiable. He’s honest even when it costs him, and when you ask a direct question, you get a direct answer.

He isn’t perfect, and he won’t pretend to be. When he makes a mistake, he owns it. When a search runs into trouble, such as a highly specialized role with a thin candidate pool, you’ll hear about it early, not at the end of the project. Then you decide together how to move forward: adjust the search, rethink the requirements, or, if qualified candidates simply can’t be found, take a refund.

What he won’t do is send you unqualified candidates just to close a placement. Every search ends one of two ways: the right hire, or an honest conversation.

In their words

What clients and candidates say

Spend less time hiring and more time growing.

“Do what you do best and outsource the rest.”

— Peter Drucker, father of modern management