Author: Tatiana Chesnokova — Founder of TalentMatch — a people-first recruitment & career consulting service built on trust, transparency, and real results.
With 13+ years in tech recruitment across product companies and agencies, and 3+ years in leadership roles, I’ve helped hire, relocate, and grow high-performing teams across Europe. I’ve worked closely with hiring managers, engineers, and C-levels — and I know what makes people say yes (and what secretly makes them hesitate).
I’ve seen the inside of hiring from all angles:
- how candidates think;
- how managers decide;
- and what makes a LinkedIn profile or offer actually work.
Now, through TalentMatch, I help:
- Solopreneurs package and sell their services through personal branding & LinkedIn
- Career changers and tech professionals grow their confidence and land roles they actually enjoy
- Startups structure hiring, define their brand voice, and attract the right talent without overcomplicating
I don’t just teach “best practices.” I walk with you — step by step — to craft something that feels real, effective, and fully you. My mission? To humanize career growth and client acquisition. No sleazy tactics. Just strategy, soul, and connection.
Let's start!
In my 13 years of working in IT recruitment, I’ve come to understand one simple truth: the main reason vacancies remain unfilled is not the market, not the candidates, and not even the budgets.
The main reason is chaos in communication between the recruiter and the hiring managers.
And it becomes especially difficult when the stakeholder is complicated — constantly changing requirements, losing candidates, failing to give timely feedback, or interfering at the last moment.
But you can learn how to handle this — calmly, professionally, and without unnecessary stress.
Here’s what actually works:
1. Never jump into work without a structured process
Even if the vacancy is urgent. Even if the deadlines are tight.
First — the process. Then — the candidates.
The following aspects should be clearly defined from the start:
- Who makes the decisions
- Which requirements are must-haves, and which are nice-to-haves
- Which soft skills are truly important for the team and the tasks
- What the timeline is for each stage: feedback, interviews, offer
You’ll constantly be “catching up” and “changing direction” mid-process without this.
But the agreements don’t stop there.
It’s also crucial to immediately establish regular communication about the process.
What this means:
- Agree on regular updates — for example, short weekly calls (15–30 minutes) where you discuss progress, challenges, and shifting priorities.
- Transparently share metrics: how many candidates are at each stage, how many responses you’ve received, how many interviews took place, and where the bottlenecks are.
- Share facts, not just impressions: “We sent 5 CVs, received 2 rejections. The reason — lack of experience in X. I suggest strengthening the requirement for Y and relaxing it for Z.”
Regular updates are the best way to turn chaos into a predictable process.
When the stakeholder has a clear picture of what’s happening, they feel confident and show respect for the recruiter.
When there is no information, anxiety grows, and the desire to “interfere in the process” increases — which only makes things worse.
2. Understand not just the requirements, but the real priorities
It’s not just about “looking for a Senior Developer,” but why you’re hiring, which tasks are urgent, and what’s critical for the team.
If you understand the motivation behind the role — not just the checklist — it becomes easier to offer solutions rather than just submit resumes.
Those who understand the hiring manager’s motivation always propose more accurate solutions.
3. Set boundaries calmly and respectfully
Does the stakeholder want to add 10 new requirements halfway through the process?
Stay calm and explain the consequences:
“Yes, we can strengthen the profile, but it will significantly narrow the funnel. Are we prepared for a longer search?”
Your boundaries are a way to protect the outcome — not a source of conflict.
4. Maintain control over the process
Even if it seems like the manager knows everything and can handle it on their own.
It is the recruiter who leads the hiring process.
- Remind them about feedback
- Agree on deadlines
- Help them see the full picture
Clear management helps maintain momentum and avoid losing candidates.
5. Don’t take difficulties personally
The stakeholder may be stressed, overwhelmed with projects, or simply unsure of how to hire properly.
And that’s okay.
Maintain a professional distance:
You are a partner helping the business solve its problems through the right people.
6. Monitor the energy of your communication
If the stakeholder dismisses candidates without explanation — it’s important not to get emotionally involved.
- Stick to the facts
- Ask clarifying questions
- Keep the focus on goals, not grievances
Difficult people tend to lose their combative energy more quickly when they’re calmly presented with facts and data.
And most importantly:
Never forget that you are a professional helping the business grow through the right people.
And when you truly believe that — even the most “difficult” stakeholders begin to see you differently.
My advice:
If you feel uncertainty, tension, or a dead end when working with a hiring manager or stakeholder — don’t try to guess. Just ask an open-ended question.
For example:
- “What is most important to you in this process right now?”
- “What result would make you feel that this hire was successful?”
- “How can I help you move forward more quickly?”
- “What concerns you most at this stage?”
Why this works:
When we ask these questions, we:
- Reduce tension
- Give the other person space to articulate their thoughts
- Show that we’re on the same team, not on opposite sides
We can often shift the conversation back to something constructive exactly after a question like this.
Because most stakeholders don’t act out of malice — they act out of stress and uncertainty.
To sum it up…
Work with difficult stakeholders always requires patience, flexibility, and clarity.
But when you stay focused on the goal — not the emotions — the process becomes easier and the results more consistent.
Our strength lies in conscious communication.
p.s. A personal lifehack from me:
To avoid conflict, it’s not about being “soft” — it’s about being clear and reliable.
People don’t argue because they’re mean.
They argue when they don’t understand what’s going on, feel a loss of control, or fear negative consequences.
And if you’re the person who:
- Explains clearly
- Maintains control calmly
- Flags risks in advance
- Respects their goals
— even the most difficult people will start seeing you as an ally, not an opponent. These are the same values that drive every engagement at EvoTalents — a trusted IT Recruitment Agency built on clarity, reliability, and respect.
