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Portrait of a Ukrainian IT Recruiter in 2019

Evotalents
Evotalents February 20, 2019

First and foremost, it's important to note that a dedicated EvoTalents team worked on gathering, processing, and analyzing the information. Specifically: Liuda Ziuman, Kateryna Podvigina, Ira Beloblotskaya, and Maria Naumenko.

We would also like to extend our special thanks to our designer for the infographics: Dasha Ermolova.

A total of 381 individuals participated in the survey. Among them, nearly half (47%) hold recruiter positions, 27% of participants combine recruiting and HR tasks, and 15% hold roles as Recruitment/HR Leads.

A small percentage of participants hold HR Manager positions (without recruiting tasks) – 4%, and Sourcers – 5%.

In the "other" category, there were individuals who combine multiple positions, such as Recruiter + Analyst, HR + Marketing Manager, PM + Recruiter, and so on.

Должность участников опроса

Most of our participants work in outsourcing companies (42%) and product companies (29%).

15% of participants work in recruitment agencies, 9% in staffing companies, and 4% are freelancers.

Only 1% of respondents work in startups, which is logical because often the need for the first HR manager/recruiter arises when the team has grown to 30-50 people.

Где находятся ИТ рекрутеры

The survey participants primarily reside in five major cities: 37% in Kyiv, 23% in Kharkiv, 20% in Dnipro, 7% in Lviv, and 5% in Odessa.

In the "Other" category, respondents mentioned cities such as Zaporizhzhia, Vinnytsia, Zhytomyr, Cherkasy, Poltava, Ivano-Frankivsk, Uzhhorod, Khmelnytskyi, Chernivtsi, Kherson, and others. Additionally, 4 individuals currently reside in Poland (Warsaw and Wrocław), and one person is in Tallinn.

A few individuals mentioned that they work remotely.

Опыт рекрутеров Украины

We gathered participants with a wide range of experience. The majority (42%) have 1-3 years of experience, 23% have 3-5 years of experience, 22% have been working in this field for more than five years, and 12% are newcomers with less than one year of experience.

Now, let's talk about the details of their work

First, we asked survey participants about the resources they use to search for candidates.

Где ищут ИТ специалистов

Only 4% of recruiters do not use LinkedIn as their primary candidate sourcing channel, and these are recruiters with less than 3 years of experience. It's surprising that only 15 colleagues use Telegram for sourcing, and 13 rely on recommendations.

Как находят контакты ИТ специалистов

 

When it comes to finding contact information, just under half of recruiters simply go to Google :), an equal number use Turbo Hiring, and know how to "extract" emails from GitHub. 26 recruiters use Chrome extensions (ContactOut, SignalHire), and only one recruiter receives assistance from a sourcer in this regard.

Какие платные ресурсы используют рекрутеры

Recruiters, regardless of the type and industry of the company, equally use paid LinkedIn and Djinni.

LinkedIn boasts impressive statistics, with 89% of recruiters reporting that candidates respond primarily on LinkedIn. We assume that this increase is due to both the quantity and quality of the accompanying messages. We also observe that candidates are actively responsive on Telegram, and despite its old-school appearance, almost half of the recruiters resort to phone calls when making contact (it's interesting to note whether this is during the first contact). Only 6 recruiters shared successful cases of contact through Facebook.

Где пишут ИТ специалистам рекрутеры

As for follow-ups, a significant portion of recruiters (59%) stop after 3 attempts. Surprisingly, 28% of recruiters only send one follow-up message. An equal number, 10 recruiters, continue to contact candidates up to 5-6 times and even persist until the last interaction.

While only 10 recruiters send 6 or more follow-ups, after a candidate declines, 66% of recruiters remain highly persistent and offer to keep in touch in the future. 24% of recruiters express gratitude for the response and bid farewell.

Additionally, some colleagues:

  • Schedule follow-up reminders in Google Calendar (when a candidate shares their contract end date).
  • Work diligently to address objections, especially if it's for a rare technology (meaning they inquire about the true reasons for the rejection: uninteresting product, low salary, something disliked about the company, etc.).
  • Request recommendations.

When a candidate declines or isn't suitable for the position, recruiters value the established connection with the candidate, and 65% try to find another vacancy within the company. 40% recommend the candidate to colleagues in their network, and 23% reach out through Skype chats.

Recommendations from various sources (including, although a small percentage, recommendations from universities) greatly assist recruiters in filling positions.

70% of recruiters have access to internal referrals within their company. 40% of recruiters seek recommendations through Skype chats, and 32% have external referral programs in place that help them close vacancies. 42% of participants are subscribed to Telegram channels where IT specialists are recommended, and 22% use specialized Facebook groups for sourcing.

Only 11% of recruiters do not have such successful hiring experiences.

Где ведут базу кандидатов рекрутеры

We were quite surprised by the candidate database statistics. It turns out that Excel is still the leader with 32% of recruiters using it as their candidate database. Following that, we have Cleverstaff (29%) and internally-developed systems (25%).

Apart from the top three systems, on average, 5-6 individuals mentioned using Zoho, Lever, Jira, Taleo, Recrutee, Persia, BreezyHR, and Workable.

Some responses were unique, such as BambooHR, Estaff, Trello, Smartrecruiters, Pipedrive, TalentScan, Hurma, and so on.

A few people mentioned plans to switch to Cleverstaff.

Regarding the main leaders: Excel, Cleverstaff, and internally-developed systems, interesting statistics emerge based on the type of companies:

  • Outsourcing companies primarily use internally-developed systems, followed by Excel, and then Cleverstaff.
  • Product companies prefer Excel.
  • Recruitment agencies predominantly choose Cleverstaff.

When asked, "Do you ask for feedback from 'warm' candidates about your work?" 38% of recruiters answered negatively. 30% of participants stated that they inquire about candidates' experiences and ask what could be improved. 22% of recruiters mentioned that candidates themselves express gratitude after receiving an offer and provide feedback.

Only 8% of recruiters have a feedback form that they ask candidates to complete.

Half of our participants are involved in the onboarding process, while the other half mentioned that this responsibility falls on someone else.

Some recruiters shared:

  • "As a recruiter in an agency, I only contact candidates when they start their job and when their probation period ends."
  • "I participate only on the first day and then maintain communication."
  • "I get involved as needed."
  • "Only at the initial stage: meet on the first day, show the office, introduce to the team."

58% of our participants attribute their ability to close vacancies to their personal brand, and thanks to it, they have filled several positions. 39% replied that their personal brand and networking do not help them in their work.

Some recruiters also mentioned that they occasionally receive recommendations from former candidates. Some are relatively new to the recruiting field and do not yet have a personal brand, while others are actively working on building one. One person noted that a strong company brand as an employer also assists them.

Regarding certification, 30% of recruiters stated that they aim to certify their skills. 65% admitted they had not previously considered this.

Some agreed that training is beneficial, but certification is a waste of time.

And, of course, some recruiters pointed out that there is currently no proper certification in Ukraine.

Now, let's take a look at the results of their work

 An equal number of respondents manage 1-3 vacancies (37%) and 3-6 vacancies (39%) simultaneously. Typically, freelancers, recruiters from startups, and recruitment agencies handle a workload of 1-3 vacancies.

Сколько вакансий ведет рекрутер

Recruiters taking on >10 vacancies in their workload are much less common, with outsourcing and product companies leading in this category. However, only half of them manage to close 10 or more positions in a quarter.

We also notice that as recruiters gain experience, the number of vacancies they handle tends to increase.

It's surprising that four of our colleagues with less than 1 year of experience are simultaneously managing more than 6 positions. We assume that such a challenge might not be manageable for every experienced recruiter :)

Срок закрытия вакансии рекрутером

More than half of our colleagues (53%) close up to 5 vacancies per quarter, and the majority among them are recruiters with less than 1 year of experience.

As experience increases, the number of closed positions also tends to grow. However, despite this, over 40% of recruiters with more than 5 years of experience close up to 5 vacancies per quarter. This is mainly because more experienced colleagues often transition to roles related to team management and have less time to devote to recruiting directly.

On average, 52% of respondents take 1 month to close one vacancy, while 1/3 of our colleagues find a suitable candidate within 1.5-2 months.

 

Срок закрытия вакансии ИТ рекрутером

 

17% of respondents take less than a month to find a specialist, and this answer was most often selected by recruiters from outsourcing companies.

On the other hand, 3% of respondents take more than 2 months to find a specialist, and this is primarily our colleagues from product companies.

The likely reason for such a significant difference between outsourcing and product companies is the greater variety of projects in outsourcing companies. This means there is the opportunity to repeatedly approach the same candidate with different job offers.

 

Сколько зарабатывает рекрутер в Украине

 

More than half of the respondents (57%) receive their compensation in the form of a base salary plus bonuses, and this scheme is particularly popular in recruiting agencies.

38% of our colleagues receive a single base salary as their compensation. Freelancers, on the other hand, receive only bonuses.

 

Зарплата рекрутера в Украине

Ставка рекрутера в Украине

 

39% of recruiters receive a base salary within the range of $500-1000, and slightly fewer (32%) have a base salary of up to $500. If you are an employee of a recruiting agency, this likely applies to you :) This is quite logical because in recruiting agencies, the percentage of bonuses is higher than in other companies.

On the other hand, those who primarily receive more than $2000 are freelancers and Recruitment/HR Leads from various companies.

 

Ставка рекрутера в разных компаниях

Бонус ИТ рекрутера Украины

 

About 1/3 of respondents noted that their bonuses are calculated as a percentage of the candidate's monthly salary, or it is a fixed amount depending on the level of the hired employee.

Additionally, 11% of respondents receive a fixed bonus regardless of the complexity of the vacancy.

In product companies, bonuses for hired specialists are often included in quarterly goals.

Under "Other" (18%), we included individual calculation schemes where the bonus amount is influenced by factors such as the speed of closing the vacancy, complexity, passing through the applicant tracking system (ATS), and many other factors. We also included the response of one of the freelancers we surveyed, whose bonus is equal to 100% of the candidate's one-month salary.

 

Доход ИТ рекрутера Украины

 

One-third of our surveyed colleagues have a monthly income ranging from $500 to $1000.

Nearly equal-sized groups of respondents (21% and 20%) have incomes below $500 and between $1000 and $1500, respectively.

Only 3% of those who completed the survey earn more than $3000.

Based on the survey results, 70% of sourcers earn less than $500 per month, primarily because they receive a fixed rate for a certain number of relevant candidates.

 

Доход рекрутера Украины

 

Recruiters and HR managers more often have incomes in the range of $500 to $1000.

Additionally, HR managers typically do not have incomes exceeding $2000. We believe this is due to their clear tie to position levels and experience. Incomes above $2000 are more common among HR Leads.

In the "Other" category, we included those who hold multiple positions (for example, Recruiter + Analyst, HR + Marketing Manager, PM + Recruiter, etc.).

Recruiters with less than a year of experience typically earn up to $500 per month, with only one respondent from an outsourcing company mentioning an income ranging from $1000 to $1500 per month.

 

Соотношение опыта и зарплаты рекрутера

 

45% of our colleagues working in recruiting for 1 to 3 years have an income of $500 to $1000. Meanwhile, 20% of recruiters with this level of experience earn between $1000 and $1500 per month.

With 3 to 5 years of experience, an equal number of respondents have a monthly income of $500 to $1000 and $1000 to $1500 (31% and 32% respectively).

Experience of more than 3 years and a monthly income exceeding $3000 are primarily found among HR/Recruitment Leads. On the other hand, individuals with similar experience but an income of less than $500 are mainly those who combine recruiting and HR tasks.

 

Что читают рекрутеры Украины

And finally, a little more useful information :) Our colleagues shared where they find valuable information, based on which we created a list for you:

Facebook pages:

https://www.facebook.com/evotalents/

https://www.facebook.com/VeryBusyClub/

https://www.facebook.com/HurmaSystem/

Facebook groups:

https://www.facebook.com/groups/uasourcing/

https://www.facebook.com/groups/recruitingbrainfood/

https://www.facebook.com/groups/Boolean.Strings/

https://www.facebook.com/groups/SkyRocketHR/

Telegram:

https://t.me/uasourcing

https://t.me/ukrainianrecruiting

https://t.me/amazinghiring

https://t.me/hurmainfo

https://t.me/hrtechnology

https://t.me/Tools_Hacks

https://t.me/career_it

Blogs and sites:

https://booleanstrings.com

http://www.recruitingbrainfood.com

https://www.socialtalent.com/blog

https://medium.com/@jantegze

https://www.stackoverflowbusiness.com/blog

https://business.linkedin.com/talent-solutions/blog#

https://recruitingtools.com

https://blog.owler.com

YouTube: 

https://www.youtube.com/hurmasystem

https://www.youtube.com/channel/UC-XST3zx9du4c2aLe_WKE3g/videos

 

As well as conferences, local events, reading books (especially "Full Stack Recruiter"), and networking with colleagues :)

If you want to start a career in recruitment or sourcing, or enhance your professional skills, we invite you to join our recruitment courses at EvoTalents.School.

In conclusion, we would like to say a big thank you to all survey participants!
Without you, this information would not be available.