The best engineers aren’t looking for jobs. They’re employed, well-compensated, and not browsing LinkedIn. So we had a choice:
Compete in that market and hope we can poach somebody, or build something different. We chose different.
Doctors don’t become doctors in a classroom.
They become doctors in a hospital, working on real patients, supervised by experienced physicians.
Our engineers learn the same way — on real enterprise systems, under proven senior leads, with real stakes and real deadlines.
We have an exclusive relationship with USP’s Engineering Department — one of the best engineering programs in Latin America.
Our CTO sits on the non-profit engineering board. The professors there identify students who have exceptional fundamentals and, just as importantly, the right intangibles: curiosity, communication, grit. We recruit them before they graduate.
By the time they’re done, they’ve already operated at an enterprise level that most engineers in the US market never reach.
The best engineers aren’t looking for jobs. Our residents get more meaningful reps in three years than most engineers get in ten.
Real complexity from day one. They learn financial services terminology by building financial services products. They develop product intuition by shipping products that matter.
The result is they hit senior level three to four times faster than traditional career paths.
And they’re employees — real employees. Healthcare, dental, PTO, career growth.
That’s why 93% stay.
You’re not getting someone who’s looking for the next gig. You’re getting someone who’s building a career.
Quality compounds as we grow. The Residency doesn’t just train engineers — it creates a self-reinforcing pipeline that produces more seniors every cycle.
Tier 2 grads become Tier 1 instructors, who train more Tier 2 engineers, who raise the bar for Tier 3 recruits.