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. Three interview stages max. You get context, not just a CV.
We take a share of the first-year placement only on success. No retainer. No risk.
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.
Founder call, technical, offer. No six-round gauntlets. If it's not right, you give us real feedback: that's the deal on our end too.
We take a share of the first-year value on successful placement. 180-day retention guarantee as standard. Extensions available.
The deal, plainly
No retainer. No upfront cost. We earn when you hire someone and they stay.
Standard retention window. If the placement doesn't work out, we make it right.
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.
This 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