“We’ll handle the hiring ourselves” sounds perfect when your team is small or there aren’t many vacancies in progress. But as your business grows and the pace changes, at some point, doing it on your own becomes ineffective. Let's see 5 signs that will tell you it’s time to take action.
Sign 1. HR team on the verge of burnout [or has other priorities]
Our clients often admit that their HR professionals simply don't have the physical time to close all the vacancies. They are engaged in onboarding, corporate culture and team pulse, which is also an important part of their duties. The result? Vacancies hang for weeks, and sometimes months.
How we help: We take on the closing of critical vacancies and create a reserve of candidates so that HR can focus on team development, not endless interviews.
Sign 2. The key role has been open for several months
A single Senior Developer or CTO vacancy can cost a company thousands of dollars in lost revenue every month. We have seen cases where losing time due to an open vacancy slowed down the launch of a product or a new feature.
How we help: Thanks to our own candidate base and network, we close such roles 2-3 times faster than internal recruiting usually does.
Sign 3. You are opening a new market or scaling
Entering new markets is not just about offices and sales teams. It’s also about knowing the candidate market: average salaries, candidate expectations, stack popularity.
How we help: We worked with products entering new countries and helped them create competitive offers and adapt vacancies to local specifics. In addition, we successfully dealt with candidate objections to relocation, if necessary.
Sign 4. Candidates don’t reach the offer
The vacancy seems attractive: there is a salary, a description of tasks, growth prospects. But candidates either refuse at the final stage or do not reach the interview.
How we help: We audit vacancies, study your EVP [Employee Value Proposition] and suggest how to strengthen it. Plus, we have a network - we can reach those who are not actively looking for a job, but are ready to listen to interesting offers.
Signal 5. Rare specialist or headhunting needed
Are you looking for a Data Science or C++ Senior who can optimize performance and write complex algorithms? Or maybe it's a Team Lead who has experience managing product teams?, It's often quite difficult for an internal recruiting team to quickly close such niche roles. After all, they are more focused on positions they are already familiar with.
How we help: We know how to work with passive candidates, we know where to look for them and how to motivate them to talk. We have already helped product companies close vacancies that seemed unrealistic.
A little bit of our expertise
Our client entered new markets with an ambitious goal — to quickly find 300+ specialists with relocation to Cyprus and Portugal.
We integrated into the company's HR processes. Our recruiters managed the vacancy from collecting requirements, conducting pre-screen interviews, supporting each hiring manager through all stages of interviews [3-5 stages of interviews on the client's side, depending on the vacancy], to offering the candidate according to the company's internal standards.
Result: in 5 months we closed 50+ Senior and Middle level vacancies, conducted 200+ technical interviews, every fifth candidate received offers. The team successfully entered new markets according to the planned deadlines. This is the kind of result a specialist IT Recruitment Agency makes possible.
Free consultation from EvoTalents
Ready to learn how to hire candidates faster and better? We offer a free intro call with our manager, during which we will:
- assess your processes,
- share ideas for improvement,
- tell you how we help companies build strong teams.
You will gain a clear understanding of how collaborating with a recruiting partner can become your competitive advantage.
Book a call and learn more today! [link]
