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The Portrait of a Ukrainian IT Recruiter in 2022

Evotalents
Evotalents February 15, 2022

In 2019, we published an article on the topic of 'The Portrait of an IT Recruiter.' Now it's time to update the data and find out how the statistics have changed and what new trends have emerged in the work of a modern IT recruiter.

Портрет ИТ рекрутера Украины

In the new survey, 325 respondents participated, with 50% holding the position of recruiter, nearly 17% combining recruiting and HR leading roles, 16% in sourcer positions, 8.5% juggling recruiter and HR roles, and 2.5% in HR positions. About 4% of participants in the 'other' category combine multiple roles (Recruiter & Resourcer, Sourcing Lead & Recruiter, etc.).

Responsibilities are divided between recruiters and HR managers in half of the companies—53.8%, while in 46.2% of cases, the same specialist handles both positions.

In most cases, survey participants work in outsourcing companies—37%, 30% work in product companies, 18% in recruiting agencies, 8% in staff augmentation, 2% are involved in startups, and just over 1% are freelancers.

Город проживания ИТ рекрутеров

The majority of survey participants reside in four cities in Ukraine: Kyiv (46%), Lviv (15%), Dnipro (11%), Kharkiv (10.5%).

Other cities in Ukraine where respondents live include Vinnytsia, Ivano-Frankivsk, Mykolaiv, Zhytomyr, Kramatorsk, Lutsk, Rivne, Sumy, Kherson, Ternopil, Uzhhorod, Cherkasy, Chernivtsi.

Some participants reside in Russia in cities such as Moscow, Perm, Izhevsk, Krasnoyarsk, and St. Petersburg.

Participants living in Europe and the USA are in cities like Warsaw, Gliwice, Tallinn, Berlin, Chicago, and San Francisco.

Опыт ИТ рекрутеров

Here is the breakdown of the participants' experience in recruiting:

  • More than 5 years of experience: 29% of participants.
  • 3 to 5 years of experience: 26% of participants.
  • 1 to 3 years of experience: 22% of participants.
  • 6 months to 1 year of experience: 15.6% of participants.
  • Less than 6 months of experience: 7.3% of participants.

На каких ресурсах рекрутеры ищут информацию

We surveyed participants to find out which resources they use the most for candidate sourcing. Here are the results:

  • 96.5% of recruiters use LinkedIn for candidate sourcing.
  • 71% of participants use X-Ray for candidate sourcing.
  • 64% use Job Boards for candidate sourcing.
  • 52% of respondents use professional platforms like GitHub, Stack Overflow, Behance, Dribbble, Flickr, and others for sourcing candidates.
  • 48% of participants use messaging platforms like Telegram, Slack, and Gitter, which is significantly higher than the 2019 statistics.
  • 35% of recruiters use social media platforms such as Facebook, Instagram, and Twitter.
  • 9 individuals from the survey use Djinni for candidate sourcing, which has decreased compared to 2019 when 272 people used Djinni for this purpose.
  • Nearly 4% of respondents use "Other" resources for sourcing candidates, including internal databases, networking, AmazingHiring, TurboHiring, searching on local platforms (in different languages), VK, Sourcebreaker, Skyworker, among others.

Что рекрутеры используют для поиска контактов

For contact sourcing, more than half of the recruiters use the following resources:

  • Google: 51.3%
  • TurboHiring: 39.8%
  • GitHub: 33.4%
  • Approximately 30% use AmazingHiring.

Less popular resources for contact sourcing include:

  • LinkedIn
  • TalentScan
  • Chrome extensions
  • Contact Out
  • Hiretual
  • Widenest
  • Internal databases
  • Networking

Какими платными ресурсами пользуются рекрутеры

The most popular paid resources in 2021 were as follows: LinkedIn - 44.3%, TurboHiring - 30.3%, AmazingHiring - 15%, Djinni - 4%.

Где лучше кандидаты отвечают рекрутерам

Recruiters most often receive responses from candidates through LinkedIn - 86.6%, 64.3% respond via Telegram, 27.1% use email for communication, and 23.2% use Skype.

Phone/SMS, Djinni, and Artstation are used by candidates to get in touch with 39% of the surveyed recruiters.

On average, a recruiter writes to a candidate 2-3 times, with 75% following this pattern. 9% of recruiters reach out 4-6 times, and the most persistent (almost 3%) continue writing until the candidate responds.

Only 12% of recruiters write just once, a notable change from the previous survey in 2019 when 28% of recruiters wrote only once.

Survey participants shared that the average Response rate ranges from 10 to 30% for 41% of respondents, 18.5% achieve a 30-50% Response rate, 11% achieve a Response rate of over 50%, and 8.6% have a Response rate of less than 10%.

20% of participants do not track these metrics either due to personal reasons or a lack of knowledge on how to calculate them.

Какую ATS используют ИТ рекрутеры

In terms of candidate database management, the favorites remain unchanged: 19% of the respondents use CleverStaff, Excel spreadsheets are still popular, with 14.6% of recruiters using them, and 12.7% of respondents use a custom-made system.

Following closely in the list are Breeze and Hurma, each garnering 6.1%, while GreenHouse and Zoho both received 5.4%. A small number of respondents use other database options, including Smart Recruiters, HuntFlow, Jira, Lever, Taleo, Recruitee, Teamtailor, and others.

Личный бренд ИТ рекрутера

We asked colleagues if they are working on their personal brand to make it work for them and help them in closing positions. Here's the statistics we received:

  • The majority are only working on their employer company's brand - 43.3%.
  • 33% don't have time to do it; 14% of the respondents work on their personal brand regularly by writing articles and giving presentations.
  • 3.5% pay irregular attention to it.
  • 3% don't work on their personal brand at all.
  • 2.2% said they don't see the point in doing so.

Сколько вакансий ведёт рекрутер

49% of recruiters handle 3 to 6 vacancies simultaneously, while 31.5% manage 1 to 3 vacancies. About 14.6% handle 6 to 10 vacancies, and 6% of respondents work on more than 10 vacancies simultaneously.

Сколько вакансий закрывает ИТ рекрутер

The average figure is between 3 and 5. About 42% of specialists manage to fill this number of vacancies. For those handling fewer than 3 vacancies, it's 26%. Participants who can close 5-10 vacancies make up 22%, and those closing more than 10 vacancies account for 10%. Congratulations to them!

There isn't a clear trend of "more experience leads to more closed vacancies." Specialists with 3-5 years of experience may close the same number of vacancies as someone with 1.5 years of experience. Instead, it's worth emphasizing that closing 3-5 vacancies per quarter is the most comfortable in terms of energy expenditure for specialists, while closing 5-10 vacancies, in addition to honed skills, requires a willingness to expend more internal resources.

Средний срок закрытая вакансий

As for the question of timeframes for closing vacancies, in comparison to the previous survey, the average time required for closure has increased. Now, 47% of respondents report that it takes 1.5-2 months, whereas previously, this figure was 28%. Approximately 30% of recruiters need about 1 month to close a vacancy, and 15.6% require 2-3 months. Less than a month is needed by 5.7% of participants, while only 1% require more than 3 months.

Самые популярные ИТ вакансии

Last year, the ranking of the most popular job positions was led by Front End Dev specialists, with 59% of recruiters working on candidate searches in this field.

Second in popularity were QA specialists, with 51% of respondents working on this position.

Java Dev vacancies were handled by 39% of recruiters, while DevOps positions were sought after by 37%. Project/Product Managers were sought by 32.5% of participants, Net Dev by 30%, PHP Dev by 27.7%, and Python Dev by 26%.

Additionally, positions such as C++ Dev, Ruby Dev, Data Analyst, Node.js, Business analyst, GameDev, Art, iOS, and others were also filled.

Among all these positions, the most challenging to fill were DevOps, Java Dev, Front End Dev, and Python Dev. Survey participants highlighted the main reasons for difficulties in filling vacancies:

  1. Low response rate (candidates not responding) - 50.6%
  2. Sourcing difficulties (finding suitable candidates) - 21%
  3. Candidates failing technical interviews - 17.2%
  4. A high number of rejections on job offers - 5%
  5. Candidates not meeting Soft Skills criteria - 3%

Сколько зарабатывает ИТ рекрутер в Украине

The average wage rate of $500-1000 is received by 29%, while 18.8% of survey participants earn $1000-1500 (this figure has increased compared to the previous survey, which is a positive trend). About 15% earn $1500-2000, another 15% earn $2000-3000, and 8.9% of specialists earn more than $3000.

Now, let's examine the wage level based on a specialist's experience:

Ставки ИТ рекрутеров

The average income level among surveyed participants (base salary + bonuses) ranges from $500 to $1000, with 24% falling within this range. Nearly 20% earn between $2000 and $3000 per month, 18.8% earn between $1500 and $2000, and 17% earn between $1000 and $1500. These figures also depend on the specialist's experience: the more years of experience, the proportionally higher the salary.

The income level (base salary + bonuses) for recruiters, based on their experience, looks like this:

Уровень дохода ИТ рекрутера Украины

 

As a rule, salaries consist of a base pay and bonuses in 63.7% of companies. Only a base pay is received by 32.8%, while 3.5% solely rely on bonuses (including freelance recruiters and some recruiting agencies).

Доход рекрутеров в разных компаниях

In the diagram, we can see that in outsourcing companies, recruiters more often receive bonuses and less frequently receive just a base salary.

Furthermore, compared to the statistics from 2019, there has been a change in the payment structure for product companies. Whereas previously, recruiters in product companies more often received just a base salary, now we can see that the payment scheme with bonuses also holds a significant percentage.

Бонус ИТ рекрутера

When it comes to bonuses, fixed bonuses for closed vacancies are more common, accounting for 42.3% of cases. In 30.3% of respondents, there are no bonuses, and in 22.5% of cases, the bonus depends on the hired candidate's salary. Quarterly and annual bonuses are less commonly required.

Based on the survey results, we have identified even more correlations and interesting insights that have not been included in this article. We will be sharing them in separate posts on social media platforms: Facebook and Instagram.

This analysis was compiled with the support of our partners, to whom we would like to express our sincere gratitude.

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