A selective firm with
a very high bar.

I escaped communist Czechoslovakia in 1988 with a mechanical engineering background and spent the next three decades doing one thing consistently: identifying exceptional people that others overlooked and being right about it.

I’ve hired across industries where performance is unmistakable — where the wrong person doesn’t just underperform, they cost you real money and real time. I built teams from scratch where I had no margin for error and no HR department to blame. An attorney with zero relevant background became the top performer in a company of thousands for over a decade. A doctor followed the same path. Neither was the obvious hire. That pattern repeated itself enough times that I stopped believing in obvious hires.

Along the way I personally recommended Czech and Slovak developers to companies that needed them. Not as my job — as my judgment. Those developers are still there today.

I know Czech engineering culture from the inside. I grew up in it, was educated in it, and have watched it produce world-class engineers that US companies have never heard of — because those engineers never needed to leave, until now. I know the difference between a developer who interviews well and one who will still be your strongest engineer in year three. That difference rarely shows up on a CV.

CzechDevUSA operates on a high bar and a short list. Every engineer we represent has been interviewed personally — English assessed live, technical background verified, track record checked. We don’t send you ten candidates and let you sort it out. We send you engineers vetted against real company standards — not CV keywords, not interview polish, but whether they can own a problem and ship when the pressure is on.

If you’re a US tech company looking for that kind of engineer, see what we place and how we vet them. If you’d like to understand the full process before reaching out, here’s how it works.

Marketplaces optimize for volume. The more candidates in the system, the more placements, the more revenue. The individual engineer becomes a unit. We don’t operate that way.

Staffing agencies charge retainers before they start looking. They protect their fee structure, not your outcome. Their guarantee windows are designed to expire before problems surface.

We work on contingency. We keep our roster lean. We make introductions only when we’re confident in the match. Our reputation depends on every placement — not the volume of them.

JetBrains was built in Prague — and with it, Kotlin and IntelliJ IDEA, the tools millions of engineers use daily. Avast was built in Prague. Kiwi.com was built in Brno. These aren’t coincidences. Central European engineering culture has a particular character — rigorous, precise, low on ego, high on ownership. Engineers who stay at companies for years because they care about the work, not because they’re waiting for a better offer to materialize.

US tech has spent thirty years optimizing its hiring pipeline for Stanford graduates and Y Combinator alumni. The result is a talent pool that’s expensive, shallow, and increasingly mobile. There’s another talent pool. It’s been there the whole time. We know where it is.