A private community where the best signal is a peer who's worked with you saying "this person delivers." Everything else is theater.
Every good role any of us ever landed came through someone we knew. Not a portal. Not a recruiter. Someone who'd seen our work made an introduction, and two calls later it was done.
The traditional pipeline doesn't find the best engineers. It finds the best applicants. We built NMA to fix that layer: peer recommendation, direct introduction, real conversation.
Get good engineers into good roles through people who know them. No recruiter in the middle, no theater, no ghosting from either side.
A world where your reputation travels with you, built through real work and real relationships. Where that reputation is the only credential that matters.
A self-sustaining network: you help someone get placed, you build credibility, you become someone others vouch for. The community earns when its members earn.
Core Values
Every candidate gets real feedback. Every application gets a real answer. Companies get the same standard: if a partner ghosts one of our members, they stop receiving referrals. Ghosting is disrespect wearing a professional mask. We don't wear it, and we don't work with those who do.
01 · Comes firstNo paywall because a paywall attracts the wrong motive. You earn your place by being useful. Contribution is the fee, and it compounds.
Less process. Less wasted time. Three interview stages maximum. Every part of the NMA experience should feel lighter than what you came from.
We've been on the same side of the table. That shared experience shapes every decision we make about roles, feedback, and partners.
What Else Matters
What you've built and shipped is signal. Titles are just context.
Rates, splits, pricing structures: said out loud. Opacity benefits the people charging commissions, not engineers.
Let the work speak. Ask sharp questions instead of giving polished answers.
The community degrades exactly as fast as free-riders are tolerated. So we don't tolerate them.
Trust creates opportunity
Strong communities produce trust between people who can deliver. That trust creates something else naturally: a small engineering boutique, separate from NMA, run by the co-founders.
Angel, Catalin and Cosmin occasionally team up on fractional work: architecture audits, system design, agentic workflows, technical strategy. Scoped, outcome-priced, not time-sold. Each promotes NMA through their own brand, keeping the community's identity clean.
If you're a vetted community member interested in taking on this kind of work alongside us, reach out. The roster grows as trust does.
View our services brochureWe connect you directly with vetted senior engineers through people who've worked with them. No recruiter markup. No cold pipeline. One warm introduction.
Get in touchThe traditional hiring pipeline optimises for volume, not fit. Recruiters send you applicants who are good at applying. We send you engineers that someone inside our network has worked with and is willing to stake their reputation on.
The best hiring signal isn't a CV. It's a peer saying: this person delivers.
Two ways to work with us
Tell us the role, the stack, the culture. We match against our vetted member pool and make a direct introduction. We tell candidates to expect a short process, usually three stages. You get context, not just a CV.
10% of the hire's monthly pay, paid across their first 10 months. Nothing if they don't start. No retainer, no exclusivity.
Need senior engineering judgment without a full-time hire? Angel, Catalin and Cosmin take on scoped engagements: architecture audits, system design, agentic workflows, technical strategy.
Outcome-priced. Fixed scope. No hourly negotiation theater.
How a referral hire works
Role, stack, culture, timeline, budget. One conversation. We ask hard questions up front so we don't waste yours or the candidate's time.
We identify the right fit from our vetted pool and make a personal introduction. You know exactly who's recommending them and why.
We set candidates up to expect a quick process, usually three stages. Run yours longer, just tell us upfront so we can manage expectations instead of losing them mid-process. If it's not right, you give us real feedback: that's the deal on our end too.
We invoice 10% of their monthly pay once a month for ten months, starting 30 days after they start. If they leave early, invoicing just stops. Nothing to claw back, nothing to argue about.
The deal, plainly
10% of monthly pay, paid monthly, for ten months. That's the whole rate card. Nothing if they don't start.
No lump sum, no clawback clause, no replacement-period argument. If it doesn't work out, you just stop paying.
Every candidate you don't proceed with gets real feedback from you. That's non-negotiable. It's how we keep the network worth anything.
First invoice 30 days after they start, then every 30 days. Payment is NET 15 from our invoice date. Billed in whatever currency the hire is paid in; pay in a different one and we convert at the Wise mid-market rate on the invoice date.
We call it 10for10. Ten payments of 10% of the hire's gross monthly pay, once a month, for ten months, only if they start. No search fee, no retainer, no negotiation: there's one number, and it's this one.
On a $108,000 base, that's $9,000 a month. Ten payments of $900, $9,000 total, one month's pay spread over the year. Roughly 8.3% of a first year's salary, not the 20-25% an agency search runs. We're not running a search, we're passing on a warm introduction.
What happens if
Invoicing stops that month. Nothing refunded, nothing chased. No guarantee period, no replacement clause.
Five business days from the introduction to say so, with a dated record. After that, or if you never had them, they're covered.
The introduction stays live for 12 months, for any role, at any affiliate.
The next invoice uses the new figure. The 10% tracks the contract in both directions.
Payments continue against the new pay figure. Same person, same relationship: nothing restarts, no second fee.
The ten-payment cycle doesn't pause: it runs from the start date regardless. If they're still on when the cycle reopens, invoicing resumes for what's left.
Doesn't change what's owed. Staffing vendor, subsidiary, portfolio company, employer of record, any third party: the fee still applies the same way.
Nothing. Not a retainer, not exclusivity, no obligation to hire or to take anyone we send. One signature settles the price so we never negotiate it again for any future introduction.
Agreements are signed and invoiced by Driftware Dynamics Ltd, which runs the NoMoreApply community. NoMoreApply is a brand, not a separate legal entity.
Same shape as the deal recruiters get when they place Cosmin (wandercode.ltd/10for10), just reversed: we charge what we're willing to pay.
Request the agreementThis isn't for everyone
Referral hire
Tell us about the role. We'll tell you honestly if we have the right person, or if we don't.
Get in touchEngineering boutique
Scoped work, defined outcomes, senior judgment. See what we've shipped.
View our brochure