Nobody interviews here until they pass the gate.

Every staffing firm says it vets rigorously. In practice that usually means a keyword match, a reference call, and a technical screen graded on trivia. The résumé does the work, and the client finds out who the person actually is after the badge is printed.

Our process starts somewhere that has nothing to do with Salesforce. Before any candidate earns a technical interview — before we ask a single platform question — they pass a gate with exactly two bars: friendliness and critical thinking. Miss either one and the process ends there, whatever the certifications say. Pass, and only then do we interview.

Why friendliness first? Because platform people don't work in a vacuum — they sit in your pipeline meetings, untangle systems built by people who are still in the room, and tell a VP their favorite report has been lying to them. That takes warmth and diplomacy, not just correctness. A brilliant consultant nobody wants to talk to produces work nobody adopts, and unadopted work is just expensive shelf decoration.

Why critical thinking, and why now more than ever? Because the ask is rarely the need. "Add this field" is usually a symptom of a broken process three steps upstream, and the consultant who builds exactly what was asked — quickly, politely, without a single question — does damage with a smile. Agentic tooling raises the stakes: agents multiply output, and multiplied output pointed in the wrong direction is just a faster way to build the wrong thing. The multiplier makes judgment more valuable, not less.

That's the honest logic of the order. Platform knowledge has a curriculum — ours runs every quarter, mandatory. But no quarterly program makes someone curious, or kind under pressure, or willing to ask "why" before billing the hour. So we filter for what can't be taught and train what can.

When a Revais consultant lands in your seat, the technical screen is the least interesting thing they passed.