QA Tester / Manual QA Tester Recruiters

No upfront fee
Pay only if you hire
Technology only
We reach engineers who aren't on job boards
Replacement guarantee on standard searches

Software TesterManual Test AnalystFunctional TesterGame QA TesterSoftware TesterManual Test AnalystFunctional TesterGame QA Tester

What this hire really comes down to

A manual QA tester finds the defects that users would otherwise find for you. Employers hire this role to protect releases, to give developers clear reproduction steps, and to test what automation does not reach: unusual flows, visual problems, new features and devices. The question for buyers is whether the person tests with curiosity and structure, or only follows scripts. Both have value, but they are different hires.

Context matters. Game and app testing teams need people who play, break and report across devices and builds, often under crunch conditions. Outsourced testing firms assign testers to client products and expect fast learning and disciplined reporting. Product teams in business software need testers who understand workflows such as invoicing or onboarding. Support staff with deep product knowledge often make excellent testers because they know what customers actually do. Name your domain so we can find people who already think like your users.

Evidence of skill includes ISTQB Foundation vocabulary, written test cases that another person can execute, exploratory testing sessions with notes, and consistent use of a tracker such as TestRail or Jira with Xray. Great bug reports state the environment, exact steps, expected result, actual result and attachments, without blame. Testers should also be honest about what they could not cover and why.

What we check before you see anyone

ISTQB Foundation
Treat it as shared vocabulary. Ask them to explain equivalence partitioning or boundary values with a real example from a form they tested.
Test case writing
Ask for a sample or have them write three cases for a simple password reset. Look for clear preconditions, steps and expected results, plus a negative case.
Exploratory testing
Have them describe a session charter and how they recorded findings. Strong testers can explain what areas they chose and why.
TestRail or Jira Xray
Probe how they organize suites, link defects to cases and report progress. Ask how they prevent stale cases from accumulating.

Send Us Your Open Role Book a 15-minute call with Ivan Call 305-306-4829

Where we find them

Game and app testing teams supply testers with strong device sense, speed and instinct for odd behavior. Their reporting habits are usually good, though documentation depth varies and business workflow knowledge may be limited.

Outsourced testing firms offer disciplined testers used to formal processes and quick onboarding. They are valuable if your product needs structured test cases and regular reporting, though some want more ownership than a vendor setting provides.

Bootcamp graduates and support staff with deep product knowledge are also strong sources. Support people bring customer empathy and tend to find the defects that matter, and for them testing can be a natural step toward automation.

Mistakes we see

Treating a credential as the answer
Do not let istqb foundation become a keyword filter. Ask them to explain equivalence partitioning or boundary values with a real example from a form they tested.
Leaving the actual scope out
Put the responsibility for test case writing in the brief, including who helps the hire and who decides. Ask for a sample or have them write three cases for a simple password reset.
Waiting until the offer to discuss the work
Discuss what the person will own in exploratory testing before the interview loop. Strong testers can explain what areas they chose and why.

The search in three steps

Agree the brief
We start by asking what you test today, how releases work and who writes the cases. If there is no test process yet, we say so, because the first tester often has to create it.
Find and speak with people
Screening includes a bug report review and a short exploratory exercise on a public site. We observe curiosity and note taking.
Introduce the people who fit
We send a written brief on each person you meet, including why the work fits and the questions still worth asking about testrail or jira xray. You decide who to interview. We help with the conversations through the offer.

Red flags include vague bug reports, testers who stop at the first failure, and no sense of risk based priorities. Good evidence includes a bug they found that others missed, an account of how they decided what to test first, and a collaborative relationship with developers. Ask how they handle a disagreement about severity, since that moment reveals professionalism.

Consider how testers fit into your delivery rhythm. A tester attached to a single team early in the cycle finds problems cheaply. A tester who receives builds at the end finds them expensively and often becomes the target of frustration. Decide whether testers join planning, review requirements and see acceptance criteria. Employers who do this get better coverage and keep testers longer. Also be clear about growth: some testers want to move into automation, product ownership or support leadership, and a visible path helps retention.

Give the tester a way to challenge a release without making them the person everyone blames for delay. We ask who decides whether a known defect can ship and how that decision is recorded. Someone who can reproduce a problem clearly and explain its effect on a user is useful immediately. A large count of completed test cases tells you much less.

Questions about this search

When will we see a shortlist?

We agree the search plan after checking your requirements for istqb foundation and test case writing, rather than promising a date before the brief is clear. Treat it as shared vocabulary.

What if a candidate gets a counteroffer?

We ask what would make someone leave work involving istqb foundation, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for testrail or jira xray.

Should this role be remote or on site?

Experience with istqb foundation and test case writing does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about testrail or jira xray, so we approach people who can accept the arrangement.

How will you check fit before we interview?

Treat it as shared vocabulary. Ask them to explain equivalence partitioning or boundary values with a real example from a form they tested. Ask for a sample or have them write three cases for a simple password reset.

How does the fee work?

No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering istqb foundation and test case writing in the recruiting agreement before the search proceeds.

What if the hire does not work out?

We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Make sure the agreed scope includes what you expect of testrail or jira xray, rather than leaving that discussion until after the start.

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