Built by people who’ve hired
and been hired
When Anton was scaling OpsGuru to 200 people across three continents, Iuliana was recruiting into his EMEA operation from Europe. She closed more roles, with better retention, than a larger local team. Murad saw the same pattern from finance and operations: hiring broke when technical signal arrived too late. Vettara is what they built to fix it.
Iuliana Tanase
Iuliana founded Inventum IT Talent in 2022, a technical recruiting practice serving founders and engineering leaders across EMEA and North America.
Over 8 years in recruiting, with 5+ focused on technical hiring, she has placed engineers in cloud migration, AI/ML, and enterprise architecture roles.
Anton Mishel
Anton has 25+ years of hands-on technical experience, from platform architecture at telcos like Vodafone and Telefonica to founding OpsGuru, a 200-person global AWS partner.
He grew OpsGuru to eight-figure revenue, sold it to Carbon60, and has personally vetted 500+ engineers across cloud, data, and AI.
Murad Alaev
Murad was CFO and then GM EMEA at OpsGuru, where he and Anton built a 200-person global operation together through acquisition and beyond.
He brings the operator lens to Vettara, keeping the delivery model grounded in what works at scale.
Advisory Board
Vettara’s network includes CTOs, VPs of Engineering, principal engineers, and technical leaders across cloud, data, AI/ML, and enterprise architecture. They conduct interviews, validate scorecards, and keep the assessment standard grounded in how senior engineering teams actually hire.
Advisor/interviewer examples
Some advisors are active technical leaders, so not every profile is public. These examples show the level of people conducting Vettara interviews.
Principal-level profile with 15+ years across AWS architecture, Kubernetes, Terraform, migrations, and incident response.
Senior architect profile covering data platforms, MLOps, AI workflow design, integration risk, and production readiness.
Former engineering leader profile evaluating system design, modernization, stakeholder communication, and delivery trade-offs.
From call to decision—
in days, not months
Technical Strategy Brief
30-minute call to understand your architecture, stack, team dynamics, role expectations, and hiring risks. This goes beyond sales or reading the job description because great vetting starts with the right brief. We define the role profile and assessment criteria together.
Search Sourcing or Vetting Intake
For Performance Search, we source against the agreed role profile and only advance qualified prospects into assessment.
For Vetting, you send us your candidates and we schedule the live technical interview directly.
Live Technical Deep-Dive
A 60–90 minute human assessment with a principal-level interviewer, customized to your role and stack. We evaluate architecture decisions, debugging method, AI fluency, production judgment, and collaboration patterns. Structured reporting is delivered within 24 hours.
Shortlist & Decision
You receive vetted candidates with detailed scorecards, risk flags, growth areas, strengths, and hire/no-hire recommendations. Your hiring managers interview pre-qualified finalists—not a pipeline of maybes.
Offer Support
For Search: we support the offer process with motivation, culture fit, and compensation expectations already assessed. For Vetting: you have the scorecard and recommendation needed to make a clear decision.
Founder-led track record
made explicit
These are founder-led operating metrics, not third-party audited claims. Anton’s 500+ engineer vetting history, Iuliana’s technical recruiting practice, and Murad’s operating experience now shape Vettara’s assessment standard.
We went from spending six weeks trying to fill a senior architect role to having three vetted, interview-ready candidates in under two weeks. The quality of the technical assessments was unlike anything we’d seen from other agencies.