Finding top-notch engineering talent can be hard enough. Screening that talent to weed out unqualified or unserious candidates? That can be total time vacuum. How can you make that process more efficient? In the final post of a three-part series on recruiting top engineering talent, Balihoo CTO Paul Price shares one simple solution.

You have a killer office space, a flexible work schedule, and an innovative product. Recruiting and retaining the top engineering talent should be a piece of cake, right? Not if you’re sending up these three red flags they can’t ignore.