Screened for how they turn a fuzzy ask into something buildable.
Why STACK IT
Most agencies optimize for volume. We optimize for the one hire who’s right, vetted by people who understand the work.
We screen for how a candidate uncovers the real requirement, maps a process, and aligns stakeholders, not how many methodologies they can list. No one reaches you without two of our recruiters signing off.
Fake profiles, proxy interviews, and AI-assisted answers are everywhere in tech hiring. We meet each candidate face-to-face on video and screen for AI patterns, so who you interview is who shows up.
A BA accumulates deep knowledge of your processes and systems. We align trajectory, growth, and total comp so your hire stays and that knowledge isn’t lost.
Success-based and non-exclusive, no upfront fees, no retainers. We invoice on your hire’s first day, not before.
The payoff
Hiring well costs less than you think, and a strong hire changes far more than the work in front of them.
The right thing built once.
Clear requirements catch the misunderstanding early.
Specs everyone can actually build to.
A BA turns intent into something unambiguous.
Alignment before the work starts.
Facilitation surfaces the conflicts up front.
Processes mapped and improved.
Seeing the whole flow reveals the waste.
Acceptance criteria everyone agreed on.
Clear definitions of done end the relitigation.
How we screen
We screen for how business analysts actually think. Every shortlist is judged against the same five criteria that predict whether someone delivers in your codebase.
Gets to the real need behind the request, and writes it down so engineering and the business read it the same way.
Maps how work actually flows, spots the waste and the gaps, and proposes changes that hold up.
Gets people who want different things into the same room and out with a decision.
Backs recommendations with evidence, and is comfortable in the data, not just the meeting.
Writes specs, user stories, and acceptance criteria clear enough to build from without a follow-up.
Proof it works
Discover what changed once the right hire joined our clients’ team.
A SaaS team was shipping features that missed the mark and rebuilding them. The analyst we placed introduced real discovery and acceptance criteria, cutting rework by half.
Consolidated a fintech’s scattered requirements into a single groomed backlog six teams could trust.
Mapped and redesigned a healthcare intake process, taking 30% out of the cycle time.
Real technical screening, a calibrated shortlist in days, and candidates vetted for fit, not just resumes. Let’s start your search.
Specializations
Whatever your team runs on, we screen for the people who do the work right.
The real need uncovered and written down clearly.
How work flows today, and where the waste is hiding.
Conflicting needs turned into one aligned decision.
The cost of waiting
An empty seat doesn’t delay work, it redistributes it. The longer the search drags, the more it costs.
Every week a role stays open, the cost lands on the team you already have.
Speed isn’t a nice-to-have. It’s the difference between a gap and a setback.
Time to fill this role
How you hire
Two models, one standard of quality. Bring on the business analysts you need the way that fits your timeline and budget.
Permanent
Best when you’re building the team for the long term.
Contract
Best when you need delivery capacity now, without adding headcount.
Not sure which fits? Compare permanent vs. contract
FAQ
The questions teams usually ask before starting a search with us.
We test whether they can turn vague input into something a team can build. We walk through projects a candidate has worked, probe how they gathered requirements from unclear or conflicting stakeholders, and check whether they produced developer-ready specs that actually reduced back-and-forth. Cutting through ambiguity is the skill we screen for.
Yes. A strong analyst is a translator between the business and the build, so we look for people who can run a room of stakeholders, surface the real need, and write it up clearly. Clean documentation with no judgment behind it is not enough.
Both. Specific initiatives and system implementations often bring analysts in on contract, while ongoing analysis for a product or team is usually permanent.
You will typically see a first vetted candidate within 24 to 48 hours and a calibrated shortlist within about five business days.
Permanent hires are success-based: you pay only when someone starts, with no upfront fee, backed by our 90-day guarantee. Contract runs on a transparent hourly rate. We will walk you through the specifics on an intro call.
Still have a question? Talk to a recruiter
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Every search keeps your hiring audit-ready in Ontario.
Start a search
Share the role and we’ll reply within one business day with a calibrated shortlist of three to five business analysts, screened for your stack and your team.
