EvoTalents
Your IT recruitment agency

Fintech Farm

Business context

The company was launching a new international project and didn't have enough IT recruiters in the team to fulfill its ambitious growth plans: they had to double their team of 40 developers.

Solutions

• FF is a startup, so we chose the RPO format of cooperation: our IT recruiter was totally involved in the hiring process and collaborated with the team in finding IT specialists. This helped us to share feedback with candidates quickly (up to 2 days!) and deal with objections immediately.
• Our recruiter was present at the interview with the Hiring Team and this allowed us to understand the company's culture even better. We customized the first interview, realizing the importance of cultural fit: we checked the candidate's willingness to work overtime, openness, and flexibility.

Results

Days in work: 28. In 2 months, we hired 2 Middle developers: all of them are still working in the client's team.

YouScan

Business context

When we started our cooperation the company did not have its own IT recruiter in the team and was looking for partners who pay attention to more than just hard skills to achieve its hiring goals.

Solutions

• We involved our IT recruiter in the process to the maximum and introduced him to all Tech Leaders and Hiring Managers. The client emphasized cultural fit. This allowed us to build an accurate sourcing strategy: we started the search on Github, not Linkedin.
• We customized the first interview to offer candidates who notice gaps, offer solutions, and learn from their inner call: we asked about the approach to work ("Clear terms of reference or freedom of action?") and how candidates acquire new knowledge.

Results

Our recruiting agency found the final candidate in the first 3 weeks of work: 3 candidates out of 4 sent received a test task and 1 of them received an offer.

Client’s feedback

“Needless to say about their strong recruitment background and spotless reputation. So I'd mention they are keen on product companies, and respect both customers and candidates. They don't just close the positions. They look for the best talents and build long-term partnerships with the companies”.

SQUAD

Business context

The company was constantly expanding its Python team, and it was becoming increasingly difficult to find unique and strong profiles, as it had been hiring such specialists for more than 5 years in a row.

Solutions

• At the beginning of the search, the sourcing strategy considered candidates with ML/AI experience only, but later switched to super-experienced developers without it, after agreeing on this decision with the client.
• Not all of the first candidates we sent could handle a technical interview, so we arranged a "research" call: we reviewed the comments and resumes of previous candidates to clarify the must-have skills and finally understand the "candidate portrait."

Results

After 3 months of working with 1099 candidates, 19 of whom we presented to the client, we hired 3 Senior developers: all of them are still working in the team.

Client’s feedback

“They share the same views on recruitment trying to find the best match for us as a client. Friendly and open in communication, quick and proactive. Good at reporting and showing us numbers to understand the bigger picture”.

Sitecore

Business context

The company was ready to recruit IT staff only from Dnipro. The feedback on their high expectations was known to the local IT market, so we also dealt with motivation of some candidates.

Solutions

• We immediately engaged two of our IT recruiters, as the number of open positions was high. We offered to search for IT specialists not only from Dnipro, having worked through the entire local market: the client agreed to consider remote candidates.
• One vacancy (Development Manager) was atypical due to the combination of people management and project management skills, so we immediately started building a large database: our long-list for this role was 1041 people.

Results

In 1 month, our recruiting company closed the QA vacancy, and in two more months, we found +1 automated QA and Development Manager.

Client’s feedback

“Most of the market now knows about our Company, and the feedback is very positive, so their talent team greatly contributed to evolving our reputation. They closed a lot of our positions and always keep us on track with good candidates open to new opportunities even without our direct request”.

Doxy.me

Business context

The company did not have an internal IT recruiter in the Ukrainian office, but had plans to grow the team - they were looking for Full-stack developers, QA, DevOps, and security specialists.

Solutions

• We immediately chose the RPO format of cooperation: our IT recruiter had direct contact with all hiring managers and literally became the company's internal IT recruiter.
• The client was a stickler for a clear process and analytics, so we analyzed not only our work as Recruitment Partners, but also how the Hiring Process works in the company in general. Thus, we helped with the creation of the Recruitment Guide, conducted an Elevator Pitch about cooperation and recruitment results as part of the company's sharing marathon on YouTube, etc.

Results

In ~2 years, we closed 13 vacancies, of which 8 positions were closed in the first 3 months.

Client’s feedback

“It was important for us to find a partner in recruitment, for whom it is important to get to know the company better, its culture and expectations - both from a technical and personal perspective. I appreciate how EvoTalents are also engaged in finding not just any candidate to close the position but really find the best fit. You can also tell the team is constantly growing by learning, running its own sourcing school, and sharing knowledge with the community”.

Skillweb

Business context

The company did not have an internal IT recruiter, but had growth plans, so they hired us to fill several vacancies at once: Project Manager, Blockchain, Back-end, and ReactJS developers.

Solutions

• At the beginning of the work, our recruiting agency prepared salary analytics for the client, collected on Dou, Djinni, and our database to show the state of the market. We immediately started communicating on Telegram to be faster in exchanging opinions and feedback.
• We posted vacancies for IT specialists on all specialized platforms + searched on Linkedin and looked at candidates in an active search on Djinni, because speed was of the essence.

Results

For the role of project manager, we found the one who best suited the requirements out of 15 candidates. In less than 1 week, we closed the position with the first candidate presented. For the Back-end developer position, word of mouth worked: a friend of our colleague was actively looking for a job: he was the first and only candidate presented, and he was hired immediately.