Capability
Almost nobody knows how to interview a DAP builder. The result is teams hired on adjacent experience — trainers, BAs, front-end developers — who then spend a year learning the part that actually matters.
Digital adoption is a young enough discipline that most organisations hiring into it have never done so before. Job descriptions get copied from a vendor's website, interviews test for tool familiarity rather than judgement, and the strongest candidates are often screened out for having the wrong job title.
This service fixes the process rather than filling the seat. We are not a staffing agency and take no placement fee — which is what lets us tell you when a candidate is wrong.
01
What you actually need is often not what the job title says. A builder, a solution designer, a programme owner and a technical reviewer are four different roles with different skills; hiring one and expecting all four is the most common and most expensive mistake.
02
A practical assessment that distinguishes someone who has clicked through the editor from someone who understands element targeting, rule logic and why identification matters. Most CV screening cannot tell these apart; a thirty-minute exercise can.
03
Questions that surface judgement rather than recall. “Here is a stalled deployment — what do you look at first?” tells you far more than any list of certifications, including ours.
04
How many builders per application, where the review function sits, who owns governance, and what the escalation path is when a host release breaks fifty items overnight. The operating model that makes the hires effective once they arrive.
The strongest DAP builders usually come from support, business analysis or process roles rather than from development — they have watched real users fail at real tasks, which is the instinct the job depends on. Technical skill can be taught in months; that instinct takes years and rarely appears on a CV.
We help you screen for it, and we tell you when a shortlist doesn't contain it.
FAQ
No. We are not a staffing agency and earn nothing from who you hire, which is precisely what makes the assessment worth having. If your shortlist is weak we will say so — an agency paid on placement has no reason to.
Yes, as a technical assessor. Most hiring managers can evaluate communication and fit perfectly well but have no way to judge whether a candidate's technical answers are sound. That's the gap we fill.
Often train. Someone already in your support or process team who knows the systems and the users can be taught the platform faster than an external hire can learn your business. We'll tell you honestly which is likelier to work in your situation.
Fewer than most organisations expect, but with clearer role separation than they usually plan for. A single well-supported builder with a defined review function outperforms three builders with no standards between them.
Send us the application and the problem. We'll build a working proof of concept on your real screens and walk you through how it was built. No charge, no obligation.