A recruiter's move to a new country is not only about a new life, but also about a new level of recruiting and communication with candidates. Julia, an expert with 15 years of experience in recruiting, shared her observations and insights that will be especially useful for founders, managers and HR.
Adaptation is the key to survival
"The first six months are just like a fog. You're building a life from scratch," says Julia.
Sounds familiar? It's like the first launch of a new product: until there is stability, you waste a lot of resources on chaos.
How can it be applied in business:
- Don’t wait for the perfect moment — act now;
- Accept new conditions as a challenge, not a crisis;
- Look for support: your team, external experts, or recruiting partners.
Why is experience packaging important?
The British market is "a resume without a photo, just achievements and numbers."
“I revised my resume 5 times until it “spoke” about me,” shares Julia.
Conclusion for companies:
- Each of your job descriptions is a “resume” for the candidate.
- It’s important to speak in the language of achievements: “what you can bring” rather than “who you are looking for.”
- If you are hiring through an agency, make sure they can “package” your vacancies into a compelling story.
The power of community: offline + online
Socialization is not just about "nice conversations," but about business efficiency.
Julia: "A symbiosis works Ii the UK: LinkedIn for a first touch, and offline events to strengthen contact."
How it helps business:
- Build your expertise and brand where your potential candidates are — on LinkedIn.
- Find candidates through warm contacts: through communities and recommendations.
- Delegate part of this process to an agency so your team can focus on the product.
Recruiter = Sales = Strategy
British recruitment agencies do not separate "sales" and "hiring" - the recruiter is responsible for both stages.
Julia: "I made 40-50 calls a week. And only after offline meetings did I conclude a contract. Conversion rate — 80-90%.
This teaches us:
- Hiring is not just about “finding a person,” it’s about selling the idea to the team.
- Effective recruiting is the result of working with both parties: both candidates and the client’s team.
- Your HR or partner agency should be ready to “sell” your vacancy at the level of a business proposal.
Expert advice for your team
- Conduct an audit: what competencies and experience do your people already have, and what can be strengthened through new roles?
- Broadcast achievements, not just tasks. This helps attract strong candidates.
- Work long hours: the first months are just acceleration, the main thing is regularity and a strategic approach.
Conclusion: How these insights work for you
Hiring is also selling. Not a product, but your values and the future of your team. If you want to build a strong department or close vacancies quickly, there are two ways:
- Independently: use your team's time, constantly adjust processes, learn from your own mistakes.
- With a partner: delegate part of the hiring to an agency that already knows how to quickly adapt vacancies to the market and attract the right people.
Both approaches have a right to life. But if speed, quality, and time optimization are important to you, working with an agency is often more effective. That's how we work at Evotalents: we immediately dive into the needs of the business and find solutions that save you time and nerves. As a dedicated IT Recruitment Agency, Evotalents brings that same depth of insight to every hiring challenge.
Ready to build a strong team?
Sign up for a free consultation with our manager — we'll look at your recruiting processes and tell you how to make them a stronger part of your business.
