Recruitment and selection of IT professionals

Backend role in the product team. We have managed to combine a high prospect of advancement for the candidate with a competitive salary expectation and high motivation. The selection process had clear parameters, so the selection process was smooth and efficient.

In this case, we have contributed to the formation of the entire sr. .NET team. We managed to select 3 experienced .NET backend candidates within a month. The WOP product turned out to be of particular interest to a certain category of candidates and even related to their hobbies, which contributed to their motivation.

We played a significant role in the formation of the Paysolut QA team. We worked on both manual and automation roles. We worked with the client on a continuous basis, which gave us a good understanding of the cultural fit of the candidates, which was very helpful when hiring more than 5 candidates for the same role.

This continuous IT recruitment project had a clear senior experience parameter as well as a clear cultural fit requirement. The number of candidates per position was high, but the client took great care in selecting the most suitable candidates, so that absolutely all of the recruited candidates stayed with the company and pursued a long-term career.

For this position, the requirement of MS SQL senior level experience was essential. This type of IT recruitment projects are characterised by an extremely small group of candidates, allowing the IT recruitment project manager to demonstrate his or her full expertise by carefully drawing up a long list and contacting absolutely every candidate on it.

We were looking for a candidate with BluePrism experience, so the small sample size was compensated by the fact that the position was not for a local but for a central client unit, where it was possible to quickly advance one’s international career.

RN positions are already common enough, but the supply of candidates is still not at the level employers would like to see, so mobile recruitment is characterised by a large long list and high candidate expectations for the selection process. React Native candidates want a short and clear process to avoid wasting a lot of their time.

The main parameter in this IT recruitment project was React.js. The client is developing a unique product, so the candidates were not daunted by the fact that this position would be the first FE role in the entire IT team. We have succeeded in selecting a candidate with experience even above the required level required.

Interestingly, we selected both sr. Linux Sydamin role and, a year later, another Linux SysAdmin role already under the previously selected position. For this IT recruitment project, we chose the form of the candidate questionnaire because the parameters were very clear and we followed up with each candidate on their eligibility.

C++ selections are always a big challenge, and when it’s a senior role, it’s even more challenging. We were faced with a large number of candidates working remotely for overseas companies, whose salary expectations exceeded the client’s proposed limits. We anticipated this situation and informed the client in advance that the selection process would take longer than usual. It all worked out and, after working longer with passive candidates, we successfully found the right candidate for the client.

This position was characterised by the fact that although we required good Java knowledge, we also preferred a minimum of front-end knowledge (the client was using Angular on the front-end). So, we had to reject only back-end Java candidates and successfully selected 9 full-stack Java candidates for the client.

We were looking for a React.js developer for Tele2. This selection was unique in that it was the first Front-End role within the client’s internal team. So, we managed to combine mid-level experience with a high level of autonomy, and now both the client and us are happy with the result.

Go selections are still somewhat exotic due to the short length of the long list (compared to Java, .NET and PHP positions). In any case, the headhunting process was effective and two Go positions were selected for the newly formed client unit in Lithuania.

PHP is one of the most popular technologies even when split into Laravel and Symfony frameworks, so the long list was very long, but we paid a lot of attention to the quality of the candidates and to shortening the list to save our client’s time by interviewing only the best candidates.

This C-level IT search was not a standard replacement of one CTO by another – it was a new CTO position in a large business. For this selection, the parameter of business similarity has been used to facilitate the comparison between candidates. In this case, the client received candidates from the commercial field.

The client’s sensitivity to IT security meant that this selection was subject to particularly stringent requirements. So, despite a long list of up to 20 candidates, we were able to motivate the most suitable ones and successfully complete the recruitment process.

The client’s request was clearly Oracle-related, so just over half of the DBA candidates on the list had to be vetted against the technologies used. Even with this long-list correction, the final Oracle DBA was successfully selected for the client.