Before we start searching for personnel, we meet with the hiring manager – this can be a technical specialist or the company’s HR manager. We fill out a detailed application in which we determine the formal requirements for the future employee’s stack, his education and work experience.

To accurately and quickly find who the company needs, this data is not enough. We need to understand the company, its corporate culture, its accepted rules. Existing projects and plans for the future. Methods of interaction in a team, development tools. Why so much information?
A recruiter is a bridge between the employer company and the candidate. We need to know what the company’s benefits and pitfalls are in order to present the company in the best light for the candidate. So that he falls in love with the corporate culture and shares the values.

We protect the reputation of our clients, so we carefully clarify stop factors. We do not invite or consider candidates from subsidiaries or partner companies. Such preliminary work helps to maintain the terms of agreements and respect the interests of all parties.
We have an algorithm for canceling a request for personnel search. This is a flexible scheme, we focus on the realities of our clients, and do not ask template questions.

Only after the application is completed we begin the search.
We select resumes from our database, from open sources, from social networks and professional communities. During the first screening, we check the technical requirements for the candidate based on the work experience and stack specified in the resume.
The employer’s requirement may specify the Java programming language. Clear marker. But working in the same language in different companies, with different stacks and specifications can be very different. Or very close, but different Data base and Backend. Therefore, we conduct a detailed interview with the candidate, where we clarify his expertise. We determine the complexity and level of the projects in which he participated. How the team work was structured and what the role of our candidate was.
We ask the candidate to evaluate his own level of knowledge and skills. And we get an objective answer. With IT specialists, everything is objective – they know or they don’t know. Because technical skills are easy to test on a test task given by hiring company managers.

We evaluate the candidate’s soft skills – communication skills, responsibility, composure. Ability and desire to work in a team or alone. Loyalty and flexibility of the future employee. He must fit well into the existing team, which means he will have similar values. In our practice, there have been cases when we did not recommend a candidate who was suitable for his work experience to the company, because the values clearly did not coincide. Such an applicant may work for a company for a short time, but then leave anyway. Our task is to find the most suitable specialist.
We assess the employee’s level of motivation, his ambitions and plans for the future.

And only after we have a complete picture of the candidate’s portrait and it matches the requirements that we agreed with the customer, we send a resume and a brief recommendation for the future employee.
Such painstaking work and careful selection of candidates makes it possible to hit the target almost immediately.