TECH SOURCING PARTNER

Fintech Farm

Business context

The company was launching a new international project and didn't have enough IT recruiters in the team to fulfill its ambitious growth plans: they had to double their team of 40 developers.

Solutions

• FF is a startup, so we chose the RPO format of cooperation: our IT recruiter was totally involved in the hiring process and collaborated with the team in finding IT specialists. This helped us to share feedback with candidates quickly (up to 2 days!) and deal with objections immediately.
• Our recruiter was present at the interview with the Hiring Team and this allowed us to understand the company's culture even better. We customized the first interview, realizing the importance of cultural fit: we checked the candidate's willingness to work overtime, openness, and flexibility.

Results

Days in work: 28. In 2 months, we hired 2 Middle developers: all of them are still working in the client's team.

YouScan

Business context

When we started our cooperation the company did not have its own IT recruiter in the team and was looking for partners who pay attention to more than just hard skills to achieve its hiring goals.

Solutions

• We involved our IT recruiter in the process to the maximum and introduced him to all Tech Leaders and Hiring Managers. The client emphasized cultural fit. This allowed us to build an accurate sourcing strategy: we started the search on Github, not Linkedin.
• We customized the first interview to select proactive candidates who offer solutions and learn from their inner calling: we asked about the approach to work ("Clear terms of reference or freedom of action?") and how candidates acquire new knowledge.

Results

Our recruiting agency found the final candidate in the first 3 weeks of work: 3 candidates out of 4 sent received a test task and 1 of them received an offer.

Client’s feedback

“Needless to say about their strong recruitment background and spotless reputation. So I'd mention they are keen on product companies, and respect both customers and candidates. They don't just close the positions. They look for the best talents and build long-term partnerships with the companies”.

SQUAD

Business context

The company was constantly expanding its Python team, and it was becoming increasingly difficult to find unique and strong profiles, as it had been hiring such specialists for more than 5 years in a row.

Solutions

• At the beginning of the search, candidates with a narrow stack were taken into account in the sourcing strategy, but later switched to super-experienced developers without it, after agreeing on this decision with the client.
• Not all of the first candidates we sent could handle a technical interview, so we arranged a "research" call: we reviewed the comments and resumes of previous candidates to clarify the must-have skills and finally understand the "candidate portrait."

Results

After 3 months of working with 1099 candidates, 19 of whom we presented to the client, we hired 3 Senior developers: all of them are still working in the team.

Client’s feedback

“They share the same views on recruitment trying to find the best match for us as a client. Friendly and open in communication, quick and proactive. Good at reporting and showing us numbers to understand the bigger picture”.

Sitecore

Business context

The key request was the company's desire to hire IT personnel locally only from Dnipro.

Solutions

• We immediately engaged two of our IT recruiters, as the number of open positions was high. We offered to search for IT specialists not only from Dnipro, having worked through the entire local market: the client agreed to consider remote candidates.
• One vacancy (Development Manager) was atypical due to the combination of people management and project management skills, so we immediately started building a large database: our long-list for this role was 1041 people.

Results

In 1 month, our recruiting company closed the QA vacancy, and in two more months, we found +1 automated QA and Development Manager.

Client’s feedback

“Most of the market now knows about our Company, and the feedback is very positive, so their talent team greatly contributed to evolving our reputation. They closed a lot of our positions and always keep us on track with good candidates open to new opportunities even without our direct request”.

Doxy.me

Business context

The company did not have an internal IT recruiter in the Ukrainian office, but had plans to grow the team - they were looking for Full-stack developers, QA, DevOps, and security specialists.

Solutions

• We immediately chose the RPO format of cooperation: our IT recruiter had direct contact with all hiring managers and literally became the company's internal IT recruiter.
• The client was a stickler for a clear process and analytics, so we analyzed not only our work as Recruitment Partners, but also how the Hiring Process works in the company in general. Thus, we helped with the creation of the Recruitment Guide, conducted an Elevator Pitch about cooperation and recruitment results as part of the company's sharing marathon on YouTube, etc.

Results

In ~2 years, we closed 13 vacancies, of which 8 positions were closed in the first 3 months.

Client’s feedback

“It was important for us to find a partner in recruitment, for whom it is important to get to know the company better, its culture and expectations - both from a technical and personal perspective. I appreciate how EvoTalents are also engaged in finding not just any candidate to close the position but really find the best fit. You can also tell the team is constantly growing by learning, running its own sourcing school, and sharing knowledge with the community”.

Skillweb

Business context

The company did not have an internal IT recruiter, but had growth plans, so they hired us to fill several vacancies at once: Project Manager, Blockchain, Back-end, and ReactJS developers.

Solutions

• At the beginning of the work, our recruiting agency prepared salary analytics for the client, collected on Dou, Djinni, and our database to show the state of the market. We immediately started communicating on Telegram to be faster in exchanging opinions and feedback.
• We posted vacancies for IT specialists on all specialized platforms + searched on Linkedin and looked at candidates in an active search on Djinni, because speed was of the essence.

Results

For the role of project manager, we found the one who best suited the requirements out of 15 candidates. In less than 1 week, we closed the position with the first candidate presented. For the Back-end developer position, word of mouth worked: a friend of our colleague was actively looking for a job: he was the first and only candidate presented, and he was hired immediately.

ArgusMedia

Solutions

• ArgusMedia - is a British product company who had 2 urgent positions - Middle and Senior Full Stack.
• The client focused on a specialist who has been working for the last 2 years exclusively as a Full Stack developer with knowledge of their project stack: .NetCore6 and Angular 14, which made the task a bit complicated, because not all specialists write the Angular version in their Linkedin profiles. We don't want to spam people who haven't worked with the version we need, right?!!! But we coped with this issue by building a competent sourcing strategy.

Results

We hired the necessary specialists in less than a month: Middle position was closed in 9 days, Senior in 29 days. We had 2 candidates for the Middle position, and one of them received an offer immediately after the interview. The difficulty was that the candidate already had another offer, so we needed to free up slots of the team quickly and in 3 business days conduct 2 rounds of interviews. We were confident that speeding up the pace of review and shifting time slots was worth it to close the vacancy with the same candidate, and we were not mistaken.

As for the Senior position, to show the best result, we worked in a pair of sourcer + recruiter / sourcer. In total, 9 candidates were considered before the successful closing. And 2 weeks after the last vacancy was closed, the company came back to us with a request to find another Middle Full Stack specialist. This position was successfully closed with the second candidate in 7 days.

Gearheart

Solutions

• Gearheart is an outsourcing company. The client needed candidates "for yesterday," so we immediately chose the RPO format of cooperation: our IT recruiter was as involved in the hiring process as possible and worked with the CEO and HR Manager on a daily basis. Since speed was of the essence, we, as a recruiting agency, hired two people at once for two weeks to speed up the search.
• The client focused on recruiting IT staff with knowledge of various technologies (Python/Django, ReactJS, Node.js, Angular), which complicated the search, as not all candidates showed their experience.

Results

We hired 3 Senior developers in two months.
The first final candidate was found in the first week of work.
In total, 12 candidates out of 19 have passed the final stage, and 3 of them received an offer.

Fintex

Business context

Fintex is a Canadian fintech startup. After a few months it was founded, the company needed to fill several vacancies at once, including: Frontend Developer, AQA and Java Developer.
The company didn’t have its own internal recruiter, but had plans for rapid growth of its team, and therefore hired us to search for the candidates and conduct the first interview. There wasn't much information other than it's a banking startup. Later, when we saw the technology stack on the project, we understood who to look for. The company required English-speaking candidates from Ukraine at the Middle level. We started working with this kind of task, because it was exactly the client's request.

Solutions

• At first, we reached warm candidates with whom we had been communicating for a long time and, of course, were looking for the new ones at the same time. The main advantage of the hiring process was the only one interview with the company after our search, which positively contributed to the response rate to vacancies.
• Short kick off meetings with the client helped to define the profile of the candidate and quickly find relevant ones.

Results

The result didn’t take long to wait. We sent 7 candidates for each position to the client in 8 days. After the client conducted interviews with each candidate, offers were sent to 4 candidates (2 Frontend Developer, 1 AQA, 1 Java Developer). The offers were successfully accepted,so they still work in the company.
Shortly after, the client was searching for one more Frontend Developer and Manual QA, whom we also found 7 days after the first candidates had been sent.

LetyShops

Business context

The company needed to fill 10-12 vacancies for Senior Backend Engineers for a new project. In order to achieve this, they required assistance as they were short on resources. Therefore, they reached out to us to source new and relevant candidates.

Solutions

• LetyShops is a Ukrainian product company that has grown from a startup into a large cashback service operating in 20+ countries. We initiated our collaboration through the RPO system, which involves daily tracking of the time spent on working with a vacancy.
• As the role of Senior Backend Engineer was new, we gathered all the necessary information from the hiring manager. The next step involved the search for the most relevant candidates.
• We didn't encounter any issues with candidate sourcing. However, it was crucial to establish effective communication with the hiring manager to receive feedback on time. This is exactly what we did.

Results

Despite the fact it was a Senior-level vacancy, we filled 2 roles of Senior Backend Engineers from just 5 submitted candidates.

50+ closed vacancies with relocation in 5 months

Business context

Our client is a software development company and digital solutions provider headquartered in Cyprus. The company's team of over 700 tech professionals implements large-scale, custom-built projects based on customer needs. The business had an ambitious expansion plan: to grow by 300-500 specialists by the end of 2024. The list of vacancies we were given to fill included more than 20 product and development roles.

Solutions

• The recruiter acts as a project manager in our client’s company. Therefore, our recruiters managed the vacancy from gathering requirements, conducting pre-screen interviews, accompanying all stages of interviews with each hiring manager [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. Each recruiter had 6-10 vacancies at any given time.
• All the vacancies were with relocation to Cyprus, Portugal or Bulgaria. It was definitely a challenge. In order to make it easier for candidates to make a decision and not feel abandoned when thinking about moving, the EvoTalents team has created a special guide. Its purpose is to clarify all unclear points regarding relocation and to help adapt to a new place.
• In order to find as many relevant candidates as possible in the shortest time, we analyzed the data and selected donor countries/companies from which more people are ready to relocate.
• Our recruiters felt the excitement of qualitatively closing more and more vacancies (quantity is important for the client). Therefore, even when the emphasis on the speed of closing certain positions changed, we accepted this challenge.

Results

During 5 months of work, we have closed 50+ middle & senior levels vacancies. Conducted 200+ technical interviews over the past 3.5 months. Every fifth candidate we showed to the client received an offer. The main goal was to qualitatively fill as many vacancies as possible, even despite the fact of relocation. This allowed the client to quickly enter new markets and strengthen the team with new specialists.