Indigroup is looking for IT positions:

| Golang Dev

| .NET Dev

| PHP Dev

| Java Dev

| Node.js Dev

| Python Dev

| Ruby Dev

| C/C++ Dev

| React Dev

| Angular Dev

| Vue Dev

| Product Owner

| Scrum Master

| IT analyst

| IT PM

| IT Architect

| Product Manager

| CTO

| CIO

| Head of IT Infrastructure

| Head of IT Development

| Head IT Security

| React Native Dev

| Kotlin Dev

| Swift Dev

| Flutter Dev

| Xamarin Dev

| Web designer

| UX designer

| UI designer

| UX/UI researcher

| Network administrator

| Network architect

| Network analyst

| Network infrastructure specialist

| Database Administrator

| Data Engineer

| ETL Developer

| Machine learning Engineer

| Data Analyst

| Data Scientist

| Database Dev

| Penetration Tester

| IT Security Analyst

| Infrastruktūra

| DevOps

| SysAdmin

| BluePrism

| UiPath

| PowerAutomate

| Test Automation

| Manual QA

25%

Back-End

15%

Front-End

10%

IT project management

10%

C-level

10%

Mobile

5%

Design

5%

Network

5%

Data

5%

IT Security

5%

RPA

5%

Testing
Back-End

25%

Golang Dev

.NET Dev

PHP Dev

Java Dev

Node.js Dev

Python Dev

Ruby Dev

C/C++ Dev

Front-End

15%

React Dev

Angular Dev

Vue Dev

IT project management

10%

Product Owner

Scrum Master

IT analyst

IT PM

IT Architect

Product Manager

C-level

10%

CTO

CIO

Head of IT Infrastructure

Head of IT Development

Head IT Security

Mobile

10%

React Native Dev

Kotlin Dev

Swift Dev

Flutter Dev

Xamarin Dev

Design

5%

Web designer

UX designer

UI designer

UX/UI researcher

Network

5%

Network administrator

Network architect

Network analyst

Network infrastructure specialist

Data

5%

Database Administrator

Data Engineer

ETL Developer

Machine learning Engineer

Data Analyst

Data Scientist

Database Dev

IT Security

5%

Penetration Tester

IT Security Analyst

Infrastruktūra

DevOps

SysAdmin

RPA

5%

BluePrism

UiPath

PowerAutomate

Testing

5%

Test Automation

Manual QA

How do we search for IT positions?

Using DevPool by Indigroup

DevPool by Indigroup is an in-house methodology and database structure developed by Indigroup specifically for IT position searches.

  •  A database with 5 different flags and 52 different tags

    Each database candidate is graded on 5 different core competences, i.e. programming, leadership, IT project management, infrastructure, and testing. Once one of the primary competences has been chosen, it is possible to select each professional on the basis of a further 52 different technology tags, which can include technology (.NET, JAVA, PHP, Python, etc.), cloud (AWS, GCP, Azure, on-premises, etc.) and many other tags. This allows us to create a highly accurate long list for each IT position. This database requires daily management and maintenance, so we have a dedicated database specialist who both updates existing records and works on and processes new CVs, and communicates with candidates if certain information is missing or inaccurate.

  • Dedicated IT Recruitment Project Manager

    The vision of DevPool by Indigroup is that this methodology should essentially separate the execution of IT selections from all other selections in general, so that DevPool by Indigroup is assigned a dedicated project manager working exclusively on IT selections. This is a specialist who knows everything about the state-of-the-art stack, can categorise candidates according to the frameworks used and their versions, knows the technologies of every medium-sized and large Lithuanian IT company, from the database architecture, cloud infrastructure to the programming stack, frameworks, used ERP, etc. We aim for the Dedicated IT Recruitment Project Manager to be not only the executive engine of recruitment but also a trusted advisor to the client, especially when looking for  rare or unique IT roles.

  • Seven working days rule

    The DevPool by Indigroup methodology must enable the dedicated IT selection project manager to propose the first candidates within a maximum of seven working days from the start of the selection. The market for IT professionals is dynamic, so the search must be too. We follow this rule in all non-C level IT searches and we do it successfully.

  • Proactivity rule

    According to DevPool by Indigroup, direct search (headhunting) must start from day one, without waiting for any public search results. Even if a public search generates a pipeline of candidates, it becomes a complement to the direct search, but not the main pipeline.

  • Outcome

    The outcome of the DevPool by Indigroup IT specialist selection project is clearly defined. It consists of all candidates in the search area specified by the client, based on the necessary and recommended requirements provided by the client. All candidates who meet the necessary requirements are placed on a long list and screened. After the selection, the client knows that there are no more candidates on the market who meet the requirements for the position, but have not been informed about it.

What determines the number of candidates per IT position?

The popularity of the technologies used in the labour market:

For example, it is potentially easier to recruit more candidates for a Java developer than for a Ruby on Rails developer.

Interesting product/project

Product companies working in the R&D phase are usually more interesting than project-based positions (especially legacy support).

Employer attractiveness

If the company name in the job description does not require additional presentation on the positive side, then even small weaknesses in the job description itself are not so important.

Value package and remuneration

Good IT professionals earn a relatively high salary in the market, but when they change position, they are still happy to receive both a financial reward and some other added value (higher annual health insurance budget, option, etc.).

Customer stories

What questions will candidates really ask?

What is the stack used? This is a question that can be expected from almost all levels of IT professionals, whether they are testers, developers, system architects, analysts or DevOps engineers.

Is this a development or a legacy support role? Candidates usually want to work in development roles and are less interested in legacy support roles, but the latter are perfect for junior or early mid developers, who are definitely safer working with existing code rather than building everything from scratch.

Does the company have its own products, or is it a project company working with clients? A slightly higher proportion of IT professionals prefer to work on their own product rather than on changing client projects, but there are certainly professionals for whom projects offer more variety and are a great motivator.

Is the entire department in-house, or does the company have outsourced IT specialists? It is always important to know whether all colleagues will be around and permanent, or whether some of them will simply be part of an outsourcing company and will have a less close relationship with the employer.

Two frequently asked questions

Is communication with an IT professional different from communication with other professionals?

Yes

An IT professional does not shy away from asking a lot of technical questions during an interview, which is perfectly normal, as technical questions are a major part of their job, not a side issue

Can any HR professional make IT selections?

No

An IT professional does not shy away from asking a lot of technical questions during an interview, which is perfectly normal, as technical questions are a major part of their job, not a side issue

Myths in the search for IT professionals

Myth #1

IT professionals are spoiled:

IT professionals follow the same labour market rules as all other professionals. Top performers in every field boast good jobs and excellent conditions, so it is as difficult to lure good IT professionals as it is to lure any top performer in their field.

Myth #2

IT salaries are too high:

The labour market dictates the salary framework and there can be no debate on this issue, as each position is paid according to the value it creates.

Myth #3

It is impossible to attract IT professionals:

IT professionals also want to change jobs, but unlike other professionals, they are not used to looking for a job themselves, as they receive offers directly. So, it is not worth expecting good IT professionals to send their CVs themselves, as they need to be headhunted directly and this is a normal long-term practice of the labour market.

Myth #4

IT professionals flee for higher salaries:

As with IT professionals, the market for IT companies is dynamic, with many companies being set up, high levels of investment, and a lot of project work going on, so IT professionals are less likely to work for a very long time in a single company, and are encouraged to do so by their employers. This is why there is a myth that job turnover is only about higher salaries, even though any IT recruiter can safely say that even when offered a 40% salary increase, most of the same IT professionals still turn down the offer because they have no plans to change their current role and money is no object.

Frequently asked questions

Is the recruitment of IT professionals the most difficult area of recruitment?

If it is carried out by a recruitment project manager specialised in IT selections, then no, it is simply a selection with a different focus. If, for example, a generalist HR position is looking for a programmer role, then the selection process already raises a lot of questions, the wrong methods are used, there are difficulties in presenting the position to the candidates etc. So it all depends on the specialisation or lack of specialisation of the recruitment specialist.

Why don't IT professionals send their CVs to job advertisements?

The IT labour market is characterised by the greatest passivity of candidates due to high supply, e.g. as a front-end developer already receives at least a few job offers every week, there is no point in actively searching for a new role and looking at job ads yourself.

How many IT professional CVs, e.g. for programming roles, can I expect to receive in the selection process?

The number depends very much on the attractiveness of the employer and the technical requirements, i.e. the exact number of eligible IT professionals in the area being sought. Indigroup’s average number of IT selections is eight candidates per position.

How to attract IT professionals to participate in the selection process?

The problem is that most employers compare IT recruitment with other recruitment processes, such as sales recruitment, and are disappointed that candidates are passive. The market demand for these two areas of expertise is completely different, so an IT headhunt requires interviewing three or even four times as many candidates in order to have the same number of interested candidates. Thus, attraction requires a lot more work, a much larger candidate base and a dedicated specialist who can technically present a job offer, e.g. to .NET developer.

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